The Consumer Price Index (CPI) is an indicator of the Indonesian economy as a measure of changes in the average price of a group of consumer goods and services measured over time. The CPI is used in managerial economics, for a variety of purposes, including budget planning, demand analysis, strategy assessment, price setting, investment decision making, and contract negotiation. This research examines the influence of interest rates and exchange rates on the Consumer Price Index (CPI) in Batam for the period 2021 to 2024. The research was conducted using quantitative methods and multiple linear regression analysis. The results of (R2) is 0.699, show that the exchange rate and interest rates influence the CPI by 69.9%. The exchange rate (X1) and interest rate variable (X2) has a significant influence on the CPI, which is shown from the P- value smaller than 0.05.
Purpose: This study investigates the influence of digital competence and work motivation on individual performance in digitalized organizational settings. Ongoing technological changes require employees to develop not only technical skills but also adaptive capabilities to respond effectively to dynamic work systems. Research Methodology: A quantitative explanatory approach was applied, involving respondents selected based on specific criteria. Data were collected through a structured questionnaire and analyzed using inferential statistical methods to assess the relationships among the variables. Results: The results revealed that digital competence significantly enhanced performance, particularly in improving efficiency and technology-based problem-solving. Work motivation plays a crucial role in strengthening employee engagement and goal attainment. Furthermore, the combined effect of both variables demonstrated a stronger contribution than their individual impacts. Conclusions: This study confirms the stronger role of personal resources in improving employee commitment in digitally transforming public institutions and supports the JD-R perspective regarding resource relevance. Limitations: This study's limitations include its cross-sectional design, potential omission of factors such as leadership style, and reliance on self-reported data, which may introduce bias despite attempts to mitigate it. Contributions: The findings provide empirical evidence for strategic human resource development and extend the JD-R theory in the public sector context.
ABSTRACT Background: Benign Prostatic Hyperplasia (BPH) triggers progressive Bladder Outlet Obstruction (BOO). Advancing age and increased prostate volume accelerate the detrusor decompensation phase, leading to urinary retention. Methods: This was an analytical observational study with a cross-sectional approach using medical records. A sample of 105 patients was selected using purposive sampling. Metabolic comorbidities and neurological diseases were strictly excluded to eliminate confounding bias. Bivariate data analysis utilized the Chi-Square test with category adjustments. Results: The prevalence of urinary retention in this referral facility reached 70.5%. There was a significant relationship between age and the incidence of urinary retention (p=0.005), peaking at 92.3% in the age group ≥ 80 years. Prostate volume was also significantly associated (p=0.001), with an absolute retention incidence (100%) in Grade 4 prostates ≥ 80 cc. Conclusion: Age degeneration and massive prostate volume accelerate the risk of bladder emptying failure. The high rate of complications confirms selection bias at the referral center, while also reflecting delayed early detection in primary care facilities. Keywords: Benign Prostatic Hyperplasia, Age, Prostate Volume, Urinary Retention, Decompensation.
Competency alignment and job placement are important aspects of human resource management in vocational higher education because they influence lecturers’ job satisfaction. This study explores lecturers’ perspectives on competency alignment, job placement, and job satisfaction. A qualitative phenomenological approach was employed. Data were collected through in-depth interviews with ten lecturers who had experience in structural positions and analyzed using the Miles and Huberman model. The findings indicate that not all lecturers perceive their positions as aligned with their competencies. Job placement is generally carried out through direct assignments from institutional leaders and is often viewed as an additional workload because lecturers must continue fulfilling their teaching, research, and community service responsibilities. Changes in structural positions also create perceptions of reduced opportunities for contribution and career uncertainty. The study reveals that lecturers’ job satisfaction is influenced more by competency utilization, opportunities to contribute, and professional recognition than by the existence of a structural position itself. These findings highlight the importance of competency-based job placement and sustainable opportunities for lecturers to contribute to institutional development.
