This study examines the impact of Human Resource Management (HRM) practices, specifically Compensation, Job Design, and Training, on employee outcomes, including Engagement, Efficiency, Customer Satisfaction, and Innovation within an organizational framework. Employing a quantitative research methodology, the study utilizes a cross-sectional survey design to collect data from employees within a public service organization, analyzing the relationships through structural equation modelling. Findings reveal significant positive relationships between HRM practices and employee performance metrics, highlighting the pivotal role of Employee Engagement as a mediator in enhancing organizational effectiveness. Specifically, Compensation and Job Design significantly influence Employee Engagement and Efficiency, while training is crucial for driving Innovation and Customer Satisfaction. The practical implications of this research underscore the necessity for organizations to adopt integrated and strategic HRM frameworks that foster employee engagement to drive performance outcomes. These insights are vital for HR practitioners and organizational leaders aiming to enhance workforce productivity and innovation. In conclusion, the study contributes valuable perspectives to the HRM literature, advocating for holistic HRM practices that optimize employee well-being and ensure organizational competitiveness. Future research is encouraged to explore these dynamics across various sectors and cultural contexts to validate the generalizability of the findings.

Government performance means the results of government work. Its use is to evaluate government accountability, decision-making, efficiency, effectiveness, transparency, and achievement of goals. Purpose: This paper aims to explore the understanding of performance measurement tools commonly used in government, the reasons for using them, and the implementation of performance measurement in Indonesia. Method: This study uses a meta-synthesis method, an integrative review approach from 2000–2021, in the Scopus database using the keywords measurement system, performance measurement, performance measurement government, measurement system government. Results and Discussion: The final sample consisted of 23 studies, and the results showed that the most commonly used performance measurement was the balanced scorecard. This is because the balanced scorecard is able to explain the vision, mission, strategy, results, and operational actions, so that it can achieve local government goals. Research implications: Insight into government performance measurement can be used to determine the strengths and weaknesses of various performance measurement tools so that the government can implement performance measurement tools that are more appropriate for its government. Originality/Value: This study offers an adaptation of existing methods to measure government performance more effectively. In addition, this study focuses on the context of developing countries, which can provide new contributions to the literature.

This study examines the factors influencing e-government adoption in the Tangerang city government from 2010 to 2022. We gathered statistics from multiple sources to reduce joint source prejudice, resulting in a preliminary illustration of 1670 annotations from 333 regions or cities. These regions included major urban centers such as Jakarta, Surabaya, Bandung, Medan, Makassar, and Denpasar, as well as other significant municipalities across Indonesia. After removing anomalous values, we retained a final illustration of 1656 annotations. Results indicate that higher-quality digital infrastructure significantly boosts e-government adoption, underscoring the necessity for resilient digital platforms. Contrary to expectations, increased budget allocation for digital initiatives negatively correlates with adoption levels, suggesting the need for efficient spending policies. IT training for staff showed mixed results, highlighting the importance of identifying optimal training environments. The study also finds that policy adaptability and organizational complexity moderate the relationships between digital infrastructure, budget, IT training, and e-government adoption. These findings emphasize the importance of a holistic approach integrating technological, organizational, and policy aspects to enhance e-government implementation. The insights provided are valuable for policymakers and practitioners aiming to improve digital governance and service delivery. This study reveals the unexpected negative correlation between budget allocation and e-government adoption and introduces policy adaptability and organizational complexity as critical moderating factors, offering new insights for optimizing digital governance.

Leadership is one of the important factors that ensured organizational achievement. Servant leadership offers a unique point of view on leadership which developed around the idea of service to subordinates. The implementation of servant leadership can lead to various positive outcomes, including increased engagement, organizational citizenship behavior, and improved performance. However, engagement and organizational citizenship behavior can serve as mediators to enhance organizational performance even further. The present study aimed to explore a prediction model of servant leadership using mediating variables such as employee engagement and organizational citizenship behavior, with employee performance as the outcome. The sampling method used was purposive sampling. This study used a structural equation model analysis approach to determine the predicted model of servant leadership. The research showed that the role of mediating variables indicated that employee engagement and organizational citizenship behavior had a positive effect in mediating the relationship between servant leadership and employee performance. The study indicated that applying servant leadership, with employee engagement, and organizational citizenship behavior as mediating variables would have an impact on better results of employee performance.

The objective of this article is to examine the provision of temporary exhibitions and events by Slovak museums and galleries, and to highlight their significance in the context of selected performances of these cultural attractions in the tourism sector. The article employs a secondary data analysis of the Ministry of Culture of the Slovak Republic and annual reports from 105 museums and 10 galleries in 2017, as well as 99 museums and 15 galleries in 2022. Correlation and regression analyses were employed to assess the dependence of variables. The results of the analysis confirm a direct, moderate dependence between the number of temporary exhibitions and events and the total number of visitors in museums and galleries. Additionally, the examination demonstrated that the exhibited activity has not had a positive effect on the revenues of museums and galleries. However, with an increasing number of events, their revenues from their own activities grew. The average revenues from one event were found to be higher in museums than in galleries.