Human Resources Research Articles

Boosting Local Economy Through Strategic Tourism Development in Indonesia

This research aims to analyze and describe the strategies implemented by BUMDES Sumber Lestari in developing the Sumber Dhuwur tourist attraction. Tourism development significantly influences regional and citizen income, job creation, and economic activities. Utilizing qualitative methods, data were collected through interviews with village officials, the BUMDES chairman, local residents, and visitors, along with observations and documentation. The study uses qualitative descriptive analysis, involving data reduction, presentation, and conclusion drawing. Results indicate that BUMDES Sumber Lestari has effectively focused on infrastructure and facility development, but has yet to optimize human resource management in tourism and the creative economy. The research provides insights into strategic planning for rural tourism development, emphasizing the need for comprehensive human resource strategies to enhance competitiveness and economic impact. Highlight: Effective infrastructure and facility development by BUMDES Sumber Lestari. Human resource management needs optimization in tourism. Strategies enhance income and job creation. Keywoard: Tourism Development, BUMDES Strategy, Infrastructure, Human Resources, Economic Impact

Optimizing Retail Employee Performance through Organizational Justice and Culture Factors

Human resources play a crucial role in organizational progress, with employee performance often measured against set standards. This study investigates the impact of organizational culture and justice on employee performance through job satisfaction at PT. Lion Superindo, a retail company in Sidoarjo. Using quantitative methods, surveys were conducted across three branches, analyzing validity, reliability, and regression. Findings indicate a significant relationship between positive organizational culture, fair treatment, job satisfaction, and enhanced employee performance. These insights emphasize the importance of fostering a positive work environment and fairness to improve employee satisfaction and overall organizational performance. Highlight: Relationship: Unveils significant ties between organizational factors and employee performance. Methodology: Quantitative approach employs surveys and statistical analysis for robust investigation. Implications: Highlights importance of organizational culture and fairness for enhanced performance. Keywoard: Organizational Culture, Organizational Justice, Employee Performance, Job Satisfaction, Retail Industry

Boosting Employee Performance through Empowerment and Job Satisfaction in Indonesia

This research investigates the impact of Employee Empowerment, Work Environment, and Work Stress on Employee Performance, with Job Satisfaction as an intervening variable at PT. Rui Xue International. Despite the recognized importance of these factors, there is limited understanding of their combined effects in the context of Indonesian companies. The study employs a quantitative survey method with a descriptive approach, encompassing a sample of 61 employees selected through saturation sampling. Data were collected via questionnaires and analyzed using Partial Least Squares (PLS) path analysis with Smart PLS Version 3.0 software. Findings reveal that Employee Empowerment and Work Environment positively influence Employee Performance and Job Satisfaction. Work Stress does not significantly affect Employee Performance directly but significantly impacts Job Satisfaction, which in turn affects Employee Performance. The results underscore the importance of fostering employee empowerment and a conducive work environment to enhance performance, while managing work stress through improving job satisfaction. These insights contribute to the strategic management of human resources in similar organizational settings. Highlight: Employee empowerment significantly enhances both job satisfaction and employee performance. A positive work environment greatly impacts job satisfaction and performance. Work stress affects performance indirectly through job satisfaction. Keywords: Employee Empowerment, Work Environment, Work Stress, Employee Performance, Job Satisfaction

The magic of preloved sarees, thrifting your way to elegance

Learning outcomes The primary learning objective is to challenge students to evaluate the decision facing The Magic of Sarees (MOS) Preloved. The students will need to assess the risks involved versus maintaining the status quo. Students should apply strategic management concepts in their analysis. The second learning objective focuses on developing the students’ understanding of effective merchandising and pricing strategies for MOS Preloved. This case study discusses how MOS Preloved manages its inventory, the constant refreshing of collections and seasonal relevance and also discusses challenges and opportunities associated with managing a preloved inventory, considering factors like authenticity and quality control. This case study also considers pricing strategies (BCG matrix could be referenced for differential pricing) that could be used to strengthen the brand’s identity of “affordable, accessible, and authentic sustainable fashion”. Case overview/synopsis This case study is based on the brand “MOS Preloved”, an e-commerce market place in India for the buying and selling of preloved sarees. Founded by Susmita Misra in July 2021, the objective of the business is to create an online marketplace, buy and sell, for preowned sarees that facilitates circular economy. The accompanying saree stories add to the allure and ensure the magic of these sarees continues for the entire lifetime of each saree. Being an unstitched garment, the saree has no size limitation and with a little care could last for at least 100 wears. This case study discusses the founder’s dilemma of deciding to premiumize the merchandise which would include both adding higher priced preowned sarees as well as charging 50% of market price for current merchandise (currently being priced at 25%–40% of the current market price). The decision requires considerable investment in terms of information technology, infrastructure, human resources and marketing spends. Given how nascent, unorganized and unbranded the preloved saree market is, the founder is unsure of the time that it could take to get the return on investment. The risk: the longer she hesitates, the more vulnerable her monopoly becomes. The case study also discusses the evolution of saree into contemporary wear, the hurdles and possibilities in the preloved fashion sector and brand MOS Preloved’s attempts at creating a distinctive positioning. Complexity academic level This case study is suitable for postgraduate programme for MBA. Supplementary materials Teaching notes are available for educators only. Subject code CSS11: Strategy.

High-Performance human resource practices: implications for discretionary work behaviour in higher educational institutions

Purpose Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance human resource practices (H-PHRPs) on its outcomes. Scholars have, however, questioned the appropriateness and applicability of H-PHRPs in developing economies, one of the eye-catching debates being the implicit universality of H-PHRPs. Literature has also banded the H-PHRPS and established the antecedent role of H-PHRPS on its outcomes. This study aims to examine the relative importance of H-PHRPs on discretionary work behavior (DWB) using a sample from public university employees to confirm the external validity of H-PHRPS constructs by replicating the findings in an Eastern setting and, more so, a developing nation like Uganda. Design/methodology/approach In the study, the authors used relative analysis to determine the role of H-PHRPs in enhancing DWB. The authors examined performance-based compensation, employee training and development, employee empowerment, competence-based performance appraisal and merit-based promotion as the H-PHRPs. The authors selected a sample of employees from Ugandan Universities used an explanatory study design to test the antecedent role of H-PHRPs on DWB. Findings The research results show that individual H-PHRPs significantly affect DWB. As regards the relative importance of H-PHRPs on DWB, the findings further reveal that H-PHRPs predicts DWB over and above its individual components. Research limitations/implications The authors gathered the data from public universities; therefore, when applied to a scenario of private universities, the conclusions might not hold up. Therefore, to confirm the results of the current study, future research can take private universities into account. Although, the study was cross-sectional, high performance human resource strategies in an organization may evolve over time. This work paves the way for future longitudinal studies in the same field of study. Practical implications This research presents an understanding justification for human resources management strategies. Organizations’ managers should improve the morale of their employees through various management practices by strategically devising human resource practices geared toward enhancing employee DWB. Organizational managers ought to prioritize the high-performance practices in order of relative importance in enhancing employee DWB. By prioritizing human resource practices, like training and pay for performance, universities are able to proportionately direct distinctive focus on human resource practices that enhance employee behaviors. Originality/value The findings of the research have both empirical and theoretical significance. This is an innovative study that aims to determine the relative relevance of H-PHRPs on DWB by using a sample taken from Ugandan public universities which is a developing nation. From a theoretical standpoint, the study enhances the practicability of the social exchange theory by establishing that employees exhibit DWB to reciprocate the organization for the H-PHRPs provided by the organization.

Exploring Differences In-house Human Resource Versus Outsourced Human Resource Small Business Employee Samples in Perceived Organizational Support

No prior research has focused on comparing in-house human resource (HRI) versus outsourced human resource (HRO) small organization employee samples on perceived organizational support (POS). Using a survey methodology, the sample sizes of 101 HRI United States (US) employees and ninety-seven HRO US employees were equivalent in terms of company size, company age, gender, years of work experience, work schedule, average HR response time, and POS. Comparisons between HRI versus HRO samples for specific type of organizational support on POS showed that the HRI employee sample perceived higher POS for the Personalized and Collectivist than Monistic type. No differences were found for the HRO sample. In addition, a significant difference in correlations was found between HRI versus HRO employees’ average HR response time for resolving an issue to POS, with the relationship more negative for the HRI sample. Collectively these results suggest that HRI employees were more sensitive to the type of perceived organization support, and a slower HR response time negatively affected their POS. Study limitations and future research issues are discussed.

Participant engagement and involvement in longitudinal cohort studies: qualitative insights from a selection of pregnancy and birth, twin, and family-based population cohort studies

BackgroundLongitudinal cohort studies are pivotal to understand how socioeconomic, environmental, biological, and lifestyle factors influence health and disease. The added value of cohort studies increases as they accumulate life course data and expand across generations. Ensuring that participants stay motivated to contribute over decades of follow-up is, however, challenging. Participant engagement and involvement (PEI) aims to secure the long-term commitment of participants and promote researcher-participant interaction. This study explored PEI practices in a selection of pregnancy and birth, twin, and family-based population cohort studies.MethodsPurposive sampling was used to identify cohorts in Europe, Australia and New Zealand. Fourteen semi-structured digital interviews were conducted with cohort study representatives to explore strategies for participant recruitment, informed consent, communication of general and individual information to participants, data collection, and participant involvement. Experiences, resources allocated to PEI, and reflections on future PEI, were discussed. The interview data were analyzed using a content analysis approach and summary results were reviewed and discussed by the representatives.ResultsThe cohort studies used various strategies to recruit participants including support from health professionals and organizations combined with information on the studies’ web sites and social media. New approaches such as intra-cohort recruitment, were being investigated. Most cohorts transitioned from paper-based to digital solutions to collect the participants’ consent and data. While digital solutions increased efficiency, they also brought new challenges. The studies experimented with the use of participant advisory panels and focus groups to involve participants in making decisions, although their success varied across age and socio-economic background. Most representatives reported PEI resources to be limited and called for more human, technical, educational and financial resources to maximize the positive effects of PEI.ConclusionsThis study of PEI among well-established cohort studies underscores the importance of PEI for project sustainability and highlights key factors to consider in developing PEI. Our analysis shows that knowledge gaps exist regarding which approaches have highest impact on retention rates and are best suited for different participant groups. Research is needed to support the development of best practices for PEI as well as knowledge exchange between cohorts through network building.

Exploring the Intersection of Artificial Intelligence and Human Resource Management: A Bibliometric Study

<p dir="ltr"><span>Artificial Intelligence presents promising opportunities to improve efficiency, enhance decision-making, and boost employee engagement within human resource management. This study explores the intersection of Artificial Intelligence and Human Resource Management through an in-depth bibliometric analysis, offering a comprehensive overview of research trends and advancements over the past decade. Drawing from the Web of Science database, this research examined 491 journal articles published from 2014 to 2023. AI applications in Human Resource Management have been particularly valuable during the COVID-19 pandemic, aiding healthcare professionals, facilitating remote work, and optimizing workforce management under challenging conditions. Implementing Artificial Intelligence in Human Resource Management leadership management and information management has significantly improved organizational processes and outcomes. The study concludes that ongoing advancements in Artificial Intelligence technology will continue to enhance Artificial Intelligence practices, leading to a more adaptable, responsive, and efficient workforce capable of addressing future challenges.</span></p><div><span><br /></span></div>

The Influence of Interpersonal Communication on Employee Performance at the Office of the South Sulawesi Provincial Driving Teacher Center

The purpose of this study is to determine the influence of interpersonal communication on employee performance in the office of the South Sulawesi Provincial Driving Teacher Center. Employee performance is an important thing that can affect how much an organization's goals are achieved. Efforts to improve performance and overcome employee performance problems, of course, must be considered is the quality of good human resources so that they will be able to work optimally. Communication is an important element in improving employee performance, one of which is interpersonal communication. Interpersonal communication is the basis of effective communication for the success of an institution or organization. This study is descriptive research with quantitative techniques aimed at determining the influence of interpersonal communication on employee performance. To achieve the objectives of this research, data collection techniques are used through questionnaires and documentation. The population in this study is 89 employees with a sample of 73 employees. The data that has been obtained from the results of this study was processed using descriptive and inferential statistical analysis to determine the influence of interpersonal communication on employee performance at the South Sulawesi Provincial Teacher Driving Center office. The results of the study show that the indicators used in each variable can be concluded that interpersonal communication is in the good category and in the employee performance variable is in the good category. Based on the results of the product moment correlation test, the relationship between variables is moderate. Based on the results of a simple linear regression analysis, it was concluded that there was a positive and significant influence between interpersonal communication on employee performance at the South Sulawesi Provincial Driving Teacher Center office

Permasalahan Guru dalam Perspektif Manajemen SDM Pendidikan Islam: Tantangan dan Solusi

This article aims to analyze teacher problems in the perspective of Islamic education human resource management. This article uses the methodology of literature study to explore the various challenges faced by teachers in the context of human resource management of Islamic education. Databases such as Google Scholar are used to search for relevant sources of study, with search terms including "Islamic education," "teacher challenges," "human resource management," and "teacher retention in Islamic schools." Each selected study was analysed to assess the research design, context, and findings, to ensure a thorough review of existing research on teacher challenges. The results of the analysis show that the factors that cause the low professionalism of teachers in Indonesia include (1) there are still many teachers who do not pursue their profession, (2) the existence of teacher printing institutions that do not pay attention to how the output will be produced. and (3) lack of motivation of teachers in developing their quality. Solutions to overcome these problems include (1) organizing an effective teacher professionalism development program, (2) involving teachers in professionalism development programs, (3) improving competence through teacher certification programs, (4) improving teacher competence through training in the use of digital technology, (5) encouraging teachers to be active in scientific activities, and (6) training to improve English language skills

The Future of Human Resources: How Technology is Shaping Workforce Management

In today's corporate world, technology is fundamentally altering HR departments. These technologies, such as artificial intelligence (AI), machine learning (ML), automation, and advanced data analytics, expand HR's capabilities from hiring and personnel management to performance reviews and employee engagement. This study investigates the ways in which these technologies affect personnel management and the strategic expansion of businesses. By using real-world examples and then analyzing the difficulties based on a survey of the literature, this research has brought attention to the strategic importance of implementing HR digitalization. However, despite the obstacles emerging from those paths - privacy issues, inadequacies in skill, and opposition to changes - the long-term efficiency achieved through decisionmaking and employee experience pushes the adoption of HR technology as an essential aspect of organizations. KEY WORDS: HR Technology, Artificial Intelligence (AI), Workforce Management,Machine Learning (ML), Data Analytics, Employee Engagement, Automation

Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving

ABSTRACTIn the evolving landscape of human resource management (HRM), common good HRM (CG‐HRM) practices are increasingly recognized for their potential to align organizational goals with societal sustainability. Despite their importance, how CG‐HRM influences employee outcomes remain underexplored. Drawing on Conversation of Resources (COR) theory, this research explores the impact of CG‐HRM practices, conceptualized as critical organizational‐level resources, on employees' perception of meaningfulness of work. This perception significantly affects employee thriving, which in turn fosters innovative behavior. Employing a multi‐wave, multisource survey design, we collected data from 45 firms in China, involving 82 executives and 206 employees, to test our conceptual model. The findings from a multilevel path model reveal that organizational CG‐HRM practices contribute to employees' perceived meaningfulness of work, which promotes employee thriving and subsequently innovative behavior at the organizational level, while meaningfulness also contributes to thriving and, thus, innovative behavior at the employee level. Our research enriches the COR theory and contributes to the HRM, thriving, and innovation literature, offering insights for future research and practical implications for organizations striving to align their goals with societal and environmental sustainability while nurturing a thriving workforce.

Exploring hospital physician relationships in HRD through POS lens: an integrated literature review

Purpose The purpose of the paper is to examine how perceived organizational support (POS) for physicians is situated within different hospital physician relationship (HPR) employment structures and to explore human resource development (HRD) implications within these relationships. Design/methodology/approach This paper focuses on research in the western context using an integrated literature review methodology, which includes employed (“Employed”), affiliated (“Affiliated”) and Locum tenens physicians [“Locum(s)]” who work in hospitals. Findings POS constructs, under the broader purview of organizational support theory (OST), provided evidence for hospital leadership to find intentional ways to support their hospitals physicians within all HPR models. Our review also revealed the strategies adopted by hospitals to align and influence physician practice behaviors, which were researched using economic and/or noneconomic constructs. The findings indicated stronger or isolated alignment with hospitals where the physicians practiced. Research limitations/implications The paper focuses on Employed, Affiliated and Locums HPRs in western healthcare contexts. When available, distinctions are made with respect to the US or Europe. Limitations to our review include (a) limited research within healthcare contexts on organizational support, and (b) limited literature about Affiliated and Locums hospital physician populations in the US and Europe written in English. Practical implications Though hospital physicians are integral to patient care and economic efficiencies in hospitals, not much is known about how hospital physicians perceive organizational support within different HPRs, and what construct contributions are made to hospital system performance. Accordingly, this study contributes to the HRD literature in the healthcare context starting with confirming HPRs from a POS perspective and extending findings to theories of employee alignment that can contribute to organizational performance. The findings of this study serve HRD theory and practice. Theorists may use this to pursue HPR-related inquiries to explore HRD’s influence in creating hospital policies and culture that make physicians feel supported and satisfies the hospital’s financial and patient care-related goals. Practitioners may use the findings of this article to inform quality improvement and organization development efforts. Social implications Hospital physicians are an integral workforce that provides critical patient care across the world. Understanding how organizations can support physicians has a ripple effect from hospitals to communities at large. Originality/value This review contributes toward the development of a conceptual model of organizational support for HRD that can help physicians and their hospital employees within different HPRs to reach mutual goals of support, understanding, integration (clinical, economic and noneconomic) and physician alignment evidenced by improved patient care and organizational performance.

Analysis of Organizational Resilience, Job Burnout, and Productivity Among Employees of Health System in Iran

Background: There is widespread consensus that the healthcare system relies heavily on its human resources. Consequently, the capacity and capability of human resources are crucial factors in the success of healthcare systems. Objectives: This study examines the correlation between resilience, burnout, and productivity among employees of the health system in Iran. Methods: A cross-sectional study with an analytical approach was conducted at Zahedan University of Medical Sciences (ZAUMS) in southern Iran in 2023. The research population included all employees of health centers and hospitals at ZAUMS, with a sample size of 350 participants. Data were collected using three standard questionnaires: Connor and Davidson's resilience scale, Moslesh's job burnout scale, and a human resource productivity questionnaire. Data analysis was performed using SPSS software, with a significance level set at P < 0.05. Results: The findings showed that 56.6% of participants were female, and the mean age was 34.3 ± 7.6 years. The total scores for resilience, job burnout, and productivity were 90.0, 85.3, and 73.4, respectively. Job burnout was significantly higher among hospital employees compared to those in health centers (P = 0.001). The results also indicated that as staff age increased, their workplace resilience improved. Additionally, resilience was positively correlated with productivity (P = 0.001). However, no significant correlation was found between job burnout and either productivity or resilience (P = 0.532 and P = 0.476, respectively). Conclusions: Increasing employees' resilience is essential for boosting their productivity. Efforts to enhance resilience should focus on three key dimensions: Courage, optimism, and cooperation. Providing resilience-enhancing training for hospital and health center employees, along with strategies to address burnout, can be highly effective. Furthermore, managing the relationship between supervisors and employees, designing an appropriate work environment, and fostering work engagement can improve workplace interactions and reduce job-related stress by increasing resilience.

Drivers and Challenges in Achieving Corporate Carbon Neutrality—Qualitative Investigation of Carbon Capture, Utilization, and Storage Technologies

ABSTRACTThe importance of attaining carbon neutrality (CN) has progressively increased in addressing climate change, and consequently, carbon capture, utilization, and storage (CCUS) has emerged as a promising tool in this pursuit. Nevertheless, a dearth of scholarly discourse exists about the factors that drive the implementation of CCUS in the context of corporate CN and the challenges that inhibit the adoption of CCUS for CN. This study aims to bridge this knowledge gap by analyzing open‐ended essays to gain cardinal insights into the experiences and perspectives of companies successfully implementing CCUS for CN. The collected (qualitative) data underwent rigorous analysis to synthesize three distinct dimensions encompassing various aspects of CCUS to achieve CN. The study identifies multiple CCUS components employed to manage carbon emissions effectively. It underscores the five drivers accelerating the adoption of CCUS and classifies them as intrinsic or extrinsic drivers. Various challenges impeding the successful adoption of CCUS have been pinpointed as emanating from financial, human resource, operational, technological, and strategic challenges; technology development and infrastructural challenges, environmental impacts; and social and regulatory challenges. Our research renders valuable theoretical and practical insights based on the prevalent discourse regarding the implementation of CCUS in the field of CN with a comprehensive and inclusive approach.

THE ROLE OF IMPROVING THE QUALITY OF BUSINESS PROCESSES AND PRODUCTS IN THE POST-WAR RECONSTRUCTION OF UKRAINE

Introduction. After Ukraine’s victory in the war, it will be necessary to build a new economy of the country, which will be stronger and more stable than before the war. For this, the quality of business processes and products must be high. The modern trend of the market economy: the product must be made in such a way, which is justified economically, ecologically and socially. In the conditions of the war and post-war reconstruction, ensuring high quality should become a national idea, which will allow the rapid recovery of Ukraine's economy. The purpose of the study is to justify the important role of improving the quality of business processes and products in the conditions of Industry 5.0 and the post-war reconstruction of Ukraine. Research methods. To obtain scientific results, the historical method, theoretical generalization, induction, deduction, analysis and synthesis were used in the research. Result. In the process of research, the development of approaches to quality management was considered in the historical aspect in the context of industrial revolutions. Industry 5.0 is a concept that seeks to combine human abilities, advanced technologies and care for the environment and bring them back into production. The processes of ensuring the high quality of the company's products, environmentalization of production, and digitization of activities play a decisive role in the transition of enterprises to the principles of Industry 5.0. The primary role is assigned to human resources. Success on the market, victory over competition and sustainable development can be achieved by enterprises that have ensured systematic quality management, which enables the production of high-quality, environmentally safe products in an ethical manner, and have also been able to green, digitize and humanize the process of designing, manufacturing and selling products that issued, or services provided. Quality 5.0 is a combination of comprehensive quality management with the concept of sustainable development, which is based on the trinity of economic, environmental and social spheres. Conclusions. For the post-war recovery of Ukraine's economy, the high quality of business processes and products should become a national idea. This will allow enterprises to switch to the principles of Industry 5.0. Quality management in the conditions of Industry 5.0 should be human-centered and eco-economic. Comprehensive quality management is being merged with methods of greening production and digitalization of activities, which makes it possible to produce high-quality products in a transparent and ethical way and meet the requirements of all stakeholders – consumers, shareholders and the company's own staff, state bodies and local communities. Keywords: Industry 5.0; quality; environmentalization; digitalization; human resources.

Reformasi Birokrasi dalam Peningkatan Pelayanan Publik pada Dinas Perindustrian, Perdagangan, Koperasi dan Usaha Kecil Menengah Kabupaten Paser Kalimantan Timur

This study discusses bureaucratic reform in improving public services at the Department of Industry, Trade, Cooperatives, and Small and Medium Enterprises (DISPERINDAGKOP UKM) of Paser Regency, East Kalimantan. This research uses a qualitative approach with a case study method, aiming to understand the role of bureaucratic reform in creating more effective, efficient, and transparent public services. A sample of 15 people was taken for this study. The research findings indicate that bureaucratic reform at DISPERINDAGKOP UKM contributes to improving service quality, strengthening human resource capacity, utilizing technology, and increasing community participation. However, there are several obstacles, such as limited human resources, regulations, and adequate infrastructure. Strategic steps, such as developing a reform roadmap, strengthening institutional structures, and implementing a meritocracy system, have been undertaken to address these challenges. This study emphasizes the importance of bureaucratic reform in supporting SME growth, enhancing competitiveness, and improving public trust in local governments.

The Influence of Incentives Providing to Turnover Intention of Sales Force in Property Company

Human resources are the driving force of a company that determines performance in achieving company goals. Each employee certainly has a different performance from one employee to another, for example within one month salesperson A can reach the target, while salesperson B does not reach the target. Companies can stimulate employee performance through the provision of incentives which are interpreted as a form of appreciation for achieving a target or exceeding it. Incentive programs need to be designed in an attractive way to generate, increase, and maintain work motivation, so that performance meets targets. If the incentive program is deemed unattractive, employees may feel unappreciated and bored with the work situation, resulting in a desire to leave the company (turnover intention). This research was conducted at a property company located in Jakarta, PT. X has a sales force of 35 people and all of them are used as research respondents. The purpose of this study was to analyze the effect of providing incentives on the level of turnover intention of PT. X with descriptive analysis techniques, normality test, linearity test, simple linear regression test, coefficient of determination test, correlation test, and t test. The results showed that the incentive variable had a significant negative effect on the turnover intention variable by 11.9%.

Pengaruh Manajemen Pelayanan Pengunjung dalam Meningkatkan Kepuasan Pengunjung di Lembang Park & Zoo

Tourist attraction managers can improve visitor satisfaction by optimizing their human resources. This means that this study was conducted to determine how visiting tourists assess service management. The main factor in consumer satisfaction is their perception of the quality of service received. The expected results are to provide information about this service management process to help tourists assess staff performance during the operation of Lembang Park & Zoo. This study uses a quantitative approach design, using a descriptive method approach with a data collection technique, namely a survey. . By distributing questionnaires and google forms. Other populations are visitors who are active in the Lembang Park & Zoo area, which is 410,000. then the number of samples to be taken in this study is 100 tourists. The sampling technique in this study uses simple random sampling. Visitor service management has a strong correlation with visitor satisfaction at Lembang Park & Zoo, because the service provided by a destination is an effective thing that must ensure that the quality of service provided to visitors is consistent and satisfactory, including the speed in responding to complaints and the availability of friendly and trained staff to improve visitor satisfaction. Affirming that visitor service management is not only important in daily operations but is important in improving the image of a good destination and the attractiveness of a tourist destination. Visitor satisfaction has been shown to increase when their interactions with visitor service staff are positive and satisfying, meaning that this shows that in reliable service can bring benefits can greatly help tourist destinations by increasing visitor satisfaction and making tourists come back.

Implementasi Kebijakan Pembangunan Pembangkit Listrik Tenaga Surya Terpusat di Daerah Permukiman Wilayah Pesisir Kota Bontang

This study examines the implementation of centralized Solar Power Plant (PLTS) development policies in the coastal area of Bontang City as part of efforts to meet the increasing national energy demand. PLTS was chosen due to its renewable, environmentally friendly, and efficient nature, leveraging Indonesia's abundant solar radiation. Using a qualitative approach, the study reviews policy implementation based on the four main dimensions of George C. Edward III's theory: communication, resources, implementers’ disposition, and bureaucratic structure. The findings reveal that communication among policy implementers, the community, and stakeholders has been effective through various formal and informal channels, although challenges remain in disseminating information to remote coastal communities. In terms of resources, facilities and information related to the policy are deemed adequate, but there is a shortage of technical personnel and local operators, impacting policy execution. Additionally, limited government budgets pose a significant barrier to PLTS maintenance and operations. The disposition of implementers reflects strong commitment and responsibility, including the recruitment of local labor as operators, although heavy workloads and equipment theft issues hinder effectiveness. The bureaucratic structure, based on standard operating procedures (SOPs), has supported systematic coordination and policy implementation. Overall, the study concludes that the implementation of centralized PLTS development policies in the coastal area of Bontang City has been relatively effective. However, enhancements in human resources, increased budget allocation, and stricter supervision and facility protection are required. The study recommends closer collaboration among central and local governments, communities, and the private sector to ensure the sustainability of PLTS as an innovative and environmentally friendly energy solution for coastal areas.