Organizational commitment is essential for maintaining hospital performance, service quality, and healthcare continuity. Preliminary data from Brebes Regional General Hospital shows that 35% of medical doctors face issues with low organizational commitment, which may negatively impact the institution's effectiveness. This study examines how meritocracy strengthens the effects of transformational leadership and work motivation on medical personnel's organizational commitment. A quantitative approach with causal research design was used to analyze the relationships among these variables. The sample included 72 doctors, selected through purposive sampling. Data were collected via structured questionnaires and analyzed using Moderated Regression Analysis (MRA) to assess both direct and moderating effects. The findings show that transformational leadership, work motivation, and meritocracy together significantly influence organizational commitment. Transformational leadership and work motivation each have a positive impact on organizational commitment. Additionally, meritocracy serves as a moderating factor, enhancing the connection between leadership and commitment, as well as work motivation and commitment. These results suggest that meritocratic systems based on competence, performance, and achievement improve leadership effectiveness and motivation, fostering greater commitment among medical staff. The study suggests that hospital management should implement meritocratic principles consistently in leadership and human resource practices, alongside developing transformational leadership and motivation strategies, to maintain high levels of organizational commitment among medical personnel.

The Influence of Work Environment, Motivation and Organizational Support on Employee Productivity

The relationship between professional calling, work motivation, and work engagement among clinical nurses in Sichuan Province, China: a cross-sectional study.

ABSTRACT The integration of ultra-Orthodox Jewish men into the Israeli workforce represents a significant social transition. Based on semi-structured interviews with 15 ultra-Orthodox men who transitioned from full-time religious study to work, this article examines their work motivations. The analysis revealed five different motivational categories: Livelihood (satisfying basic economic needs), Enjoyment (satisfaction from work), Honor (gaining respect through the profession), Fulfillment (realizing personal potential), and Religion (performing work as a religious commandment). While previous research has emphasized economic necessity as the primary driver of labor force participation among ultra-Orthodox men, this study reveals a more complex interplay of practical, personal, and religious motivations. The findings extend the existing theoretical framework of work orientation by highlighting religious motivation as a distinct category and showing how ultra-Orthodox men reconstruct their meaning when transitioning from religious study to secular employment. The study contributes to understanding work motivation in religious contexts and has implications for developing culturally sensitive workplace integration programs.

With an emphasis on the moderating effect of age, this study examines how eco-friendly workplace designs affect worker motivation, output, and organisational commitment. The study investigates how employees see several sustainable workplace characteristics, such as natural lighting, green areas, energy-efficient systems, and the usage of eco-materials, using survey data gathered from 175 participants in two large cities. The results show a strong positive correlation between eco-friendly workplace features and improved worker motivation, environmental responsibility, concentration, and job satisfaction. Notably, age was found to be a key determinant of these attitudes, with younger workers responding more favourably to a focus on sustainability. The survey instrument's internal consistency was validated by reliability analysis, demonstrating strong data quality. These findings highlight how crucial it is to include sustainable design principles in workplace settings in order to promote an engaged and effective staff in addition to the environmental advantages. The study adds to the increasing amount of research that shows a connection between workplace well-being and environmental sustainability, arguing that eco-friendly design should be viewed as a strategic organisational advantage. The practical consequences stress integrating a wide range of eco-friendlyelements and customising sustainable activities to different staff populations. The study ends with suggestions for further investigation into objective performance metrics, longitudinal impacts, and additional demographic factors. In order to build workplaces that are healthier, greener, and more inspiring, policymakers, facilities managers, and organisational leaders may use the practical insights this study offers

Purpose This study aims to examine the direct and indirect relationships between Islamic leadership (IL) and employee Islamic performance (EIP) through Islamic work ethic (IWE), Islamic work motivation (IWM) and organizational commitment (OC) in the context of Indonesia’s Islamic banking sector. Grounded in the principles of amanah (trust), adl (justice), shura (consultation), and taqwa (piety), the study seeks to provide empirical evidence on the mechanisms through which leadership values rooted in Shariah contribute to employee outcomes. Design/methodology/approach A quantitative approach was employed using partial least squares structural equation modeling to analyze data from 364 employees of major Islamic banks in Indonesia. The model tested both direct paths and mediating effects involving IL, IWE, IWM, OC and EIP. Reliability, validity and model fit were assessed to ensure robustness. Findings IL has a significant positive effect on EIP, both directly and indirectly, through IWM and OC. By contrast, the mediating role of IWE was found to be nonsignificant. These results confirm that while Islamic ethical values are important, their impact on performance is most strongly realized when reinforced by leadership-driven motivation and commitment. Research limitations/implications The study is limited to Indonesia’s Islamic banking sector, which may affect generalizability. Future studies could expand to other cultural or institutional contexts and use qualitative methods to capture deeper insights into IL processes. Practical implications The findings suggest that Islamic banks should strengthen leadership development and human resource management (HRM) programs that emphasize amanah, adl, shura and taqwa. Focusing on enhancing motivation and OC is particularly critical to translating leadership values into sustainable performance outcomes. Originality/value This research offers a novel empirical framework linking IL with key organizational outcomes. It extends the literature on Islamic organizational behavior by demonstrating the pathways through which spiritual leadership values drive motivation, commitment and ethical performance in financial institutions.

Human resources (HR) are an important asset that determines the success or failure of an organization. The importance of integrating training, motivation, and self-efficacy into HR management and development strategies that are not only oriented towards improving competence but also strengthening psychological aspects that support sustainable performance. This study uses a quantitative approach with an associative research type that aims to analyze the effect of training and work motivation on employee performance with self-efficacy as a mediating variable. This approach was chosen because it is able to explain the causal relationship between variables and test the mediating role in the research model. Overall, the results of the study confirm that employee performance in this context is more influenced by internal psychological factors, namely motivation and self-efficacy, than by external interventions such as training. These findings have practical implications for organizations that improving performance requires not only training programs but also strategies to strengthen motivation and build self-confidence through positive feedback, challenging assignments, and a supportive work environment. Based on the results of the study conducted on the influence of training and work motivation on employee performance with self-efficacy as a mediating variable, it can be concluded that training and work motivation have different effects on improving the performance of white-collar employees in Surabaya. Thus, this study confirms that improving employee performance is more effectively achieved through strengthening work motivation and increasing self-efficacy than by relying solely on formal training.

This study aims to analyze the effect of work motivation, work competence, and work discipline on employee performance at PT. Jomonal Negelem Negel Papua, both partially and simultaneously. This research employs a quantitative approach using a survey method. The population consists of all employees of PT. Jomonal Negelem Negel Papua totaling 105 employees, with a sample of 84 respondents determined using the Slovin formula and simple random sampling technique. Data were collected through questionnaires using a Likert scale. The data analysis techniques include validity test, reliability test, classical assumption test, multiple linear regression analysis, t-test, F-test, and coefficient of determination (R²), processed using SPSS software. The results indicate that work motivation, work competence, and work discipline partially have a positive and significant effect on employee performance. Simultaneously, work motivation, work competence, and work discipline also have a significant effect on employee performance at PT. Jomonal Negelem Negel Papua. These findings suggest that employee performance can be improved by strengthening work motivation, enhancing work competence, and consistently implementing work discipline. This study is expected to contribute to the development of human resource management and provide practical input for company management in improving employee performance.

OCB emerges as a response to positive reciprocal relationships between individuals and organizations. When employees feel treated fairly, appreciated, and supported, they tend to contribute more than formally expected. The formation of OCB is influenced by several factors, such as leadership style, work motivation, and organizational commitment. This research used quantitative explanatory research. The population was all employees of the Cirebon BI Representative Office, and the sample size was 100 employees. Data collection techniques included both in-person and online methods using the Google Forms platform. Data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. The results of this study 1) Transformational leadership has a positive and significant effect on the OCB of KPw BI Cirebon employees. 2) Work motivation does not affect the OCB of KPw BI Cirebon employees. 3) Transformational leadership has a positive and significant effect on the organizational commitment of KPw BI Cirebon employees. 4) Work motivation has a positive and significant effect on the organizational commitment of KPw BI Cirebon employees. 5) Organizational commitment has a positive and significant effect on the OCB of KPw BI Cirebon employees. 6) Organizational commitment has a positive and significant effect on the OCB of KPw BI Cirebon employees. 7) Organizational commitment is able to mediate the influence of work motivation on the OCB of KPw BI Cirebon employees.

This study aimed to analyze the effects of work discipline and work motivation on employee performance, with competence as a moderating variable, at the UPTD Puskesmas Kayu Gadang, Pesisir Selatan Regency. A quantitative approach with an explanatory research design was employed, involving a population of 64 employees, all of whom were included as the sample using a saturated sampling technique. Data were collected through a closed-ended questionnaire using a five-point Likert scale and were analyzed using Structural Equation Modeling based on Partial Least Squares (PLS-SEM) with the aid of SmartPLS software. The results showed that work discipline had a positive and significant effect on employee performance, whereas work motivation did not have a significant effect on employee performance and, in fact, exhibited a negative direction of association. The moderating variable test indicated that competence significantly strengthened the effect of work discipline on employee performance but did not strengthen the effect of work motivation on employee performance. These findings suggest that improving the performance of primary health care staff is more effectively achieved by reinforcing work discipline supported by adequate competence, and they provide empirical contributions to the development of human resource management in the primary health care service sector.

Teachers’ work motivation: An examination of predictors and outcomes through the lens of job demands-resources theory

Teacher performance in an educational institution is the result of the quality, quantity, responsibility, cooperation, and initiative achieved by teachers in carrying out their duties in accordance with the responsibilities given to them. Teacher performance does not always meet expectations or desires; it fluctuates. Motivation and job placement are some of the factors that influence performance. The purpose of this study was to determine the effect of motivation and job placement on teacher performance. The research method used was descriptive verification. The unit of analysis was ASN teachers at SMK Negeri 1 Sukalarang, Sukabumi Regency. The sample was determined using a sampling technique.non-probabilitySampling with saturated sampling (census). Data collection was carried out using questionnaires and through observation. Statistical tests in this study used correlation and regression analysis. The results of the partial t-test showed that motivation had no significant effect on teacher performance, while the job placement variable had a positive and significant effect on teacher performance partially. The results of the f-test showed that both variables (motivation and job placement) simultaneously influenced teacher performance. This indicates that teacher performance will be more optimal if supported by good work motivation and job placement that is in accordance with teacher competencies.

The most recent World Health Organization roadmap for neglected tropical diseases sets a target for countries to control scabies through several interventions, including mass drug administration in endemic areas where prevalence is 10% or greater using oral ivermectin and topical scabicides. This report documents the experiences and lessons learned from the first two countries in the world, Fiji and Solomon Islands, to implement national ivermectin-based mass drug administration for scabies. By identifying key challenges, this article aims to inform the global community as efforts are established to reach these targets. The World Scabies Program was established by the Murdoch Children's Research Institute in 2019, with the Kirby Institute at the University of New South Wales and the Ministries of Health in Fiji and Solomon Islands as key partners. The Program aims to translate research findings from studies of ivermectin-based mass drug administration into national scabies control programs in Fiji and Solomon Islands. The Program adapted to meet several challenges. The COVID-19 pandemic restricted travel by Program staff, necessitating greater local autonomy. Addressing local misconceptions of scabies improves uptake and health worker motivation. Integrating with other neglected tropical diseases and health programs improved affordability and acceptability of the Program. New strategies are required to reach urban populations, and pragmatic dosing options across all ages would increase feasibility. The implementation of scabies mass drug administration in highly endemic areas has the potential to lead to substantial improvements in health outcomes if large populations are reached. The impact of the mass drug administration campaigns in Fiji and Solomon Islands remains to be fully evaluated, but we have already learnt critical lessons to inform future efforts towards scabies control.

Teacher performance plays a crucial role in improving the quality of education. High-performing teachers are able to design effective learning, implement appropriate teaching strategies, and evaluate learning outcomes optimally. However, teacher performance is often influenced by various internal and external factors. This study aims to examine the influence of principal leadership and academic supervision on teacher performance through work motivation as a mediating variable. This research employed a quantitative approach with a correlational design. The population consisted of teachers from public junior high schools in Banyumanik District, Semarang. A total of 105 teachers were selected as samples using proportional random sampling. Data were collected through questionnaires and analyzed using path analysis. The results show that principal leadership and academic supervision have a positive and significant effect on teachers’ work motivation. Furthermore, principal leadership, academic supervision, and work motivation significantly influence teacher performance. Work motivation mediates the relationship between principal leadership and teacher performance, as well as between academic supervision and teacher performance. These findings indicate that effective leadership and constructive supervision contribute to improved teacher performance by enhancing teachers’ work motivation.

The performance of the state civil apparatus (ASN) is an important factor in supporting the effectiveness of local government administration. This study aims to analyze the influence of work discipline and career development on employee performance with work motivation as an intervening variable at the Balangan Regency Personnel and Human Resources Development Agency. The study uses a quantitative approach with an explanatory design for 53 ASN through census techniques. The data was analyzed using Structural Equation Modeling based on Partial Least Square (PLS-SEM). The results showed that work motivation had a significant effect on employee performance, while work discipline and career development did not have a significant direct effect. However, work discipline and career development have a significant effect on motivation, and motivation mediates the influence of career development on performance. These findings confirm the importance of motivational factors in improving the performance of ASN.

Learning quality is one indicator of successfull educational implementation. However, the 2024 Education Report indicates that the learning quality and instructional leadership of principals in public senior high schools in Blora Regency has not yet reached optimal levels. Therefore, improving learning quality requires serious attention. Efforts to improve learning quality are inseparable from principal leadership and teacher performance, which are also influenced by other factors, including academic supervision and work motivation. This study employed a quantitative approach with a hypothesis study design. The population consisted of all teachers of public senior high schools in Blora Regency, and the sample was selected using proportional random sampling. Data were collected through questionnaires that had met validity and reliability requirements. Data analysis was conducted using path analysis and Moderated Regression Analysis (MRA). The research results show that principal leadership and academic supervision have a positive and significant influence on learning quality and teacher performance. Teacher performance is the dominant factor in improving learning quality (72.1%), but it is not proven to mediate the influence of principal leadership and academic supervision on learning quality. Similarly, work motivation neither strengthens nor weakens the influence of teacher performance on learning quality. Based on the research results, it can be concluded that improving learning quality requires effective principal leadership, systemic academic supervision, and teacher performance improvement. Schools are advised to continue improving the quality of principal leadership, strengthening structured and continuous academic supervision practices, and providing more optimal support to teachers through training, learning facilities, and professional mentoring so that teachers have the opportunity to improve their competencies and support better learning quality.

This study aims to examine the effects of hard skills and soft skills on the work readiness of Islamic banking alumni, both directly and indirectly through work motivation as an intervening variable. A quantitative research design was employed using a census approach involving 196 alumni of the Islamic Banking Study Program at UIN Mahmud Yunus Batusangkar who had entered the workforce. Data were collected using structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0.The results indicate that hard skills and soft skills significantly influence work motivation and work readiness. Soft skills demonstrate a stronger effect on work motivation, while motivation plays a crucial mediating role in strengthening the relationship between both types of skills and work readiness. Furthermore, work motivation significantly enhances graduates’ preparedness to meet professional demands, particularly in the Islamic banking sector. These findings contribute theoretically by reinforcing the role of motivation as a key mediating variable linking technical and non-technical competencies with work readiness. Practically, this study provides important implications for higher education institutions and the Islamic banking industry in designing curricula and development programs that integrate the enhancement of hard skills, soft skills, and motivational aspects to improve graduate employability and career alignment with the Islamic financial sector

In this research, we will examine the relationship between leadership style, remuneration, and turnover intention via the lens of work motivation, which will serve as a mediator. A total of 126 staff members from Klinik Mitra Medika Tambakan Subang participated in this survey-based quantitative study. We used SmartPLS version 4 and the Structural Equation Modeling-Partial Least Squares approach to evaluate the data received from the surveys. Leadership style has a negative and statistically significant influence on turnover intention, but no effect on work motivation, according to the data. While pay does influence employee motivation, it does not influence their decision to leave their current position. In addition, there is a negative and statistically significant relationship between job motivation and intention to leave. The results of the indirect effect analysis reveal that while job satisfaction does not play a mediating role in the connection between management style and desire to leave, it does so in the case of remuneration. In the case of Mitra Medika Tambakan Subang Clinic, these results show that leadership style has a direct effect on workers' intention to quit, whereas remuneration influences turnover intention via enhanced willingness to work. The clinical management team hopes to use the study's findings to improve HR policies pertaining to staff retention and the organization's capacity to weather the long haul.

In improving the quality of hospital health services, one important role is to focus on the quality of human resources, namely nursing services. The contribution of nursing services is assessed in the performance of nurses. There are several factors that can affect worker performance, such as motivation, work environment and the ability of the worker. This reseacrh aims to determine the determinant factors that are related to the performance of inpatient nurses at Permata Cibubur Hospital. Research Method: This research uses a quantitative with a cross-sectional design. The analysis in this study was used to determine the effect of each variable on the performance of inpatient nurses at Permata Cibubur Hospital. The number of samples needed in this study is 58 samples. Data analysis in this study uses logistic regression analysis Research Results: The results of the analysis show that nurses with good abilities have a tendency for good performance of 4.922 times higher than nurses with poor performance after being controlled by motivation and work environment variables. Then nurses with good motivation have a tendency for good performance of 4.269 times higher than nurses with poor performance after being controlled by nurse abilities and nurse environment. The most dominant nurse ability factor is related to nurse performance because it has the highest risk. Ability and motivation have an influence on improving the performance of inpatient nurses. Inadequate levels of work ability have a higher risk of having a negative impact on work. Worker motivation needs to be improved to prevent a decline in nurse performance.

This study investigates the effects of Islamic work motivation, Islamic leadership style, and Islamic organizational culture on job satisfaction and employee performance in an Islamic banking institution in a post-merger context. Using a quantitative explanatory approach, data were collected through a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling. The findings show that Islamic leadership and Islamic organizational culture have significant direct effects on job satisfaction and employee performance. Islamic work motivation influences performance indirectly through job satisfaction. These results highlight the central role of values-based leadership and organizational culture in shaping employee outcomes and provide practical implications for leadership development and cultural integration in Islamic banking