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"Innovative work behavior penting untuk dimiliki oleh para pekerja, di mana hal ini dapat dipengaruhi oleh berbagai faktor, diantaranya melalui penerapa gaya kepemimpinan empowering leadership yang memberikan tanggung jawab kepada pekerja melalui serangkaian tindakan manajemen untuk meningkatkan hasil kerja positif, ataupun dengan employe curiosity yang dimiliki oleh pekerja untuk mencari lebih dalam informasi baru, pengalaman yang relevan dan menjelajah peluang baru untuk dirinya. Perusahaan perlu untuk memperhatikan bagaimana Innovative work behavior yang dimiliki oleh pekerja agar tujuan perusahaan ataupun individu tetap tercapai. Penelitian ini bertujuan untuk menganalisis pengaruh empowering leadership dan employe curiosity terhadap Innovative work behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan kuesioner untuk diolah lebih lanjut. Penelitian ini menggunakan teknik purposive sampling, dimana kuesioner disebar kepada 369 pekerja industri kreatif sektor kuliner di DKI Jakarta. Analisis data pada penelitian ini menggunakan analisis regresi linier berganda dengan pengolahan data menggunakan software IBM SPSS Statistics 22. Hasil dari penelitian ini menunjukkan bahwa empowering leadership dan employe curiosity memiliki pengaruh yang positif dan signifikan terhadap Innovative work behavior.

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This research explores the pivotal role of innovative work behavior (IWB) in the realm of employee performance, emphasizing the influence of empowering leadership and employee curiosity. Empowering leadership, characterized by the delegation of responsibilities to employees through strategic management actions, and employee curiosity, driven by a proactive quest for new information and opportunities, are examined as critical determinants of IWB. Utilizing a quantitative approach, 369 employees from the creative industry, specifically the culinary sector in DKI Jakarta, participated in the study through purposive sampling. Data analysis, conducted via multiple linear regression using IBM SPSS Statistics 22, reveals compelling and statistically significant positive effects of both empowering leadership and employee curiosity on IWB. These findings underscore the importance of fostering empowering leadership styles and cultivating employee curiosity to enhance innovative work behavior, thereby contributing to organizational success and individual growth."

"Employer attractiveness berarti daya tarik tempat pemberi kerja yang mana menjadi salah satu kekuatan agar tempat kerja tersebut dapat bersaing di tengah talent war utamanya di era pasca pandemi. Penelitian ini membahas mengenai analisis studi komparatif dari employer attractiveness dari tech startup, Badan Usaha Milik Negara (BUMN), dan instansi pemerintah pusat sebagai tiga jenis perusahaan yang telah mengalami transformasi hingga kini di era pasca pandemi. Pendekatan yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan pengambilan data menggunakan kuesioner. Pengambilan sampel menggunakan metode quota sampling atas dua kelompok sampel yang terkumpul 136 responden mahasiswa Universitas Indonesia dan 131 responden mahasiswa Universitas Bina Nusantara. Analisis data dalam penelitian ini meliputi analisis statistik deskriptif, uji Kruskal-Wallis, dan uji Mann-Whitney. Data penelitian diolah menggunakan menggunakan software IBM SPSS Statistics 22. Hasil dari penelitian ini menunjukkan bahwa terdapat perbedaan tingkat employer attractiveness atas ketiga objek penelitian dengan yang tertinggi hingga terendah adalah tech startup, BUMN, dan instansi pemerintahan pusat. Hasil perbandingan menunjukkan bahwa terdapat perbedaan tingkat employer attractiveness pada ketiga objek penelitian. Selain itu, perbandingan employer attractiveness tiap objek penelitian pada dua kelompok responden menunjukkan bahwa terdapat perbedaan yang tidak signifikan pada employer attractiveness tech startup dan terdapat perbedaan signifikan pada employer attractiveness BUMN dan employer attractiveness instansi pemerintahan pusat.

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Employer attractiveness means the attractiveness of the place of employment which is one of the strengths so that the workplace can compete in the midst of talent wars, especially in the post-pandemic era. This research discusses a comparative study analysis of the employer attractiveness of tech startups, State-Owned Enterprises (BUMN), and central government agencies as three types of companies that have undergone transformation until now in the post-pandemic era. The approach used in this research is quantitative research with data collection using a questionnaire. Sampling using the quota sampling method for two sample groups collected 136 respondents of University of Indonesia students and 131 respondents of Bina Nusantara University students. Data analysis in this study includes descriptive statistical analysis, Kruskal-Wallis test, and Mann-Whitney test. The results of this study indicate that there are differences in the level of employer attractiveness of the three research objects with the highest to the lowest being tech startups, BUMN, and central government agencies. The research data was processed using IBM SPSS Statistics 22 software. The comparison results show that there are differences in the level of employer attractiveness in the three research objects. In addition, the comparison of employer attractiveness of each research object in two groups of respondents shows that there is an insignificant difference in the employer attractiveness of tech startups and there is a significant difference in the employer attractiveness of SOEs and the employer attractiveness of central government agencies."

"Penelitian ini didasari oleh pentingnya Assessment Center untuk pengembangan karir dan penilaian kinerja pada jabatan Kapolsek di Polda Papua Barat. Salah satu program utama Kapolri adalah reformasi internal yang salah satunya adalah pelaksanaan Assessment Center. Oleh karena itu, tujuan dari penelitian ini adalah untuk menjelaskan karakteristik penerapan Assessment Center Polri, pemanfaatan, dan faktor-faktor yang mempengaruhi pemanfaatannya. Teori yang digunakan untuk mengkaji permasalahan tersebut antara lain adalah Karakteristik Assessment Center, Proses Rekrutmen, dan Faktor-Faktor yang Mempengaruhi penerapan Assessment Center. Penelitian ini menggunakan pendekatan post-positivisme dan metode kualitatif dengan deskriptif analitis. Penelitian difokuskan pada penerapan Assessment Center untuk proses mutasi jabatan Kapolsek di Polda Papua Barat, yang dikumpulkan melalui teknik wawancara dan studi dokumen. Data penelitian kemudian dievaluasi dengan menggunakan metode triangulasi data. Berdasarkan temuan penelitian, beberapa aspek dalam pelaksanaan Assessment Center masih belum maksimal. Dalam penggunaan hasil assessment center Polri, seleksi calon masih belum berdasarkan ranking, hasil penilaian masih dalam bentuk kualitatif dan bukan angka kuantitatif, serta belum dilakukan pemeriksaan akhir. Kemudian terdapat unsur-unsur yang berdampak pada aspek administrasi, politik, budaya, dan teknis dalam pelaksanaannya. Adapun beberapa saran untuk perbaikan tersebut antara lain memasukkan materi operasional dalam tes situasi, menunjuk asesor sebagai role-player dalam kegiatan asesmen, menjadikan hasil asesmen sebagai syarat mutlak dalam penempatan jabatan, membuat aturan yang berbasis faktor budaya, dan menetapkan jabatan asesor sebagai jabatan fungsional di lingkungan Polda Papua Barat.

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This research is based on the importance of Assessment Centre for career development and performance appraisal in the position of Chief of Police at Polda Papua Barat. One of the Kapolri's main programmes is internal reform, one of which is the implementation of the Assessment Centre. Therefore, the purpose of this study is to explain the characteristics of Polri's Assessment Center implementation, utilisation, and factors that influence its utilisation. The theories used to examine these issues include the characteristics of the Assessment Centre, the Recruitment Process, and the Factors Affecting the Implementation of the Assessment Centre. This research uses a postpositivism approach and a qualitative method with descriptive analytics. The research focused on the application of the Assessment Center for the transfer process of the Chief of Police position at Polda Papua Barat, which was collected through interview techniques and document studies. The research data was then evaluated using the data triangulation method. Based on the research findings, some aspects of the Assessment Centre implementation are still not optimal. In the use of the results of the Polri assessment centre, the selection of candidates is still not based on ranking, the assessment results are still in qualitative form and not quantitative numbers, and the final examination has not been carried out. Then there are elements that have an impact on administrative, political, cultural, and technological aspects in its implementation. Some suggestions for improvement include including operational material in the situation test, appointing assessors as role-players in assessment activities, making assessment results an absolute requirement in job placement, making rules based on cultural factors, and establishing the position of assessor as a functional position within the West Papua Police."

"Industri Jasa Keuangan merupakan sektor yang sangat strategis, sehingga harus dapat cepat beradaptasi untuk menghadapi persaingan ekonomi yang dinamis dan situasi global yang cepat berubah. Otoritas Jasa Keuangan disingkat OJK adalah Lembaga Independen yang bertugas untuk membantu pemerintah dalam mengatur, mengawasi dan melindungi masyarakat serta Industri Jasa Keuangan untuk mewujudkan Indonesia yang maju dimasa depan. Ekspektasi pemangku kepentingan terhadap OJK yang semakin tinggi dalam melakukan pelaksanaan tugas pengawasan, pembuatan kebijakan, sehingga guna menghadapi tantangan dimasa depan OJK perlu memperhatikan kompetensi Sumber Daya Manusia di organisasinya agar dapat menjadi unggul yaitu berperilaku inovatif dimana pegawai dapat berani menyampaikan ide/gagasan dengan melakukan pengujian dan risiko yang terukur serta mampu berupaya mengimplementasikannya ketika menghadapi permasalahan pada pelaksanaan tugas. Pentingnya innovative work behavior pada pegawai OJK saat ini diperlukan guna mendukung berkembangnya sektor jasa keuangan yang sehat di Indonesia, mewujudkan citra OJK yang positif, dan keberlangsungan organisasi dimasa yang akan datang. Melalui beberapa studi literatur yang sudah di dalami, faktor yang dianggap berpengaruh terhadap Innovative work behavior di organisasi yaitu antara lain Kepemimpinan Transformasional, Budaya Organisasi, dan Psychological Safety. Penelitian ini dilakukan melalui metode kuantitatif dengan survei kepada pegawai di Otoritas Jasa Keuangan. Responden adalah Pegawai tetap level Jabatan Staf, Pegawai Tata Usaha dan Pegawai Dasar di OJK. Data diolah menggunakan metode Structural Equation Modelling (SEM) dengan program SmartPLS versi 4.0. Innovative work behavior diukur dengan menggunakan instrumen dari De Jong Hartog (2010), Kepemimpinan Transformasional menggunakan alat ukur Bass, Bernard M. dkk (2006) dan Budaya Organisasi di OJK yaitu INPRESIVE. Sedangkan Psychological Safety diukur menggunakan teori Edmondson A. (1999). Hasil dari penelitian ini menunjukkan bahwa Kepemimpinan Transformasional, Budaya Organisasi, memiliki pengaruh secara langsung positif dan signifikan dan Psychological Safety sebagai mediator terhadap innovative work behavior di Otoritas Jasa Keuangan.

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The Financial Services Industry is a very strategic sector, so it must be able to adapt quickly to face dynamic economic competition and rapidly changing global situations. The Financial Services Authority, abbreviated as OJK, is an Independent Institution tasked with assisting the government in regulating, supervising and protecting the public and the Financial Services Industry to realize an advanced Indonesia in the future. Stakeholder expectations of OJK are increasingly high in carrying out supervisory duties, policy making, so that in order to face future challenges, OJK needs to pay attention to the competence of Human Resources in its organization so that it can excel, namely behaving innovatively where employees can dare to convey ideas/concepts by conducting measurable tests and risks and are able to try to implement them when facing problems in carrying out tasks. The importance of innovative work behavior in OJK employees is currently needed to support the development of a healthy financial services sector in Indonesia, realize a positive image of OJK, and the sustainability of the organization in the future. Through several literature studies that have been studied, the factors that are considered to influence Innovative work behavior in the organization include Transformational Leadership, Organizational Culture, and Psychological Safety. This research was conducted using a quantitative method with a survey of employees at the Financial Services Authority. Respondents are permanent employees at the Staff Position level, Administrative Employees and Basic Employees at OJK. Data are processed using the Structural Equation Modeling (SEM) method with the SmartPLS version 4.0 program. Innovative work behavior is measured using the instrument from De Jong Hartog (2010), Transformational Leadership using the Bass, Bernard M. et al. (2006) measuring instrument and Organizational Culture at OJK, namely INPRESIVE. While Psychological Safety is measured using the theory of Edmondson A. (1999). The results of this study indicate that Transformational Leadership, Organizational Culture, have a direct positive and significant influence and Psychological Safety as a mediator on innovative work behavior at the Financial Services Authority."

"Satuan Kapal Eskorta Koarmada I saat ini diawaki oleh prajurit TNI Angkatan Laut yang sebagian besar merupakan generasi Z. Dapat dikatakan prajurit generasi Z menjadi tulang punggung Satkor Koarmada I sehingga dituntut memiliki kinerja yang baik, namun kenyataannya sebagian besar hasil penilaian kinerja prajurit generasi Z saat ini berada pada kategori cukup, dan hanya sebagian kecil yang memiliki nilai kinerja baik. Generasi Z diketahui memiliki karakteristik yang unik dan berbeda jika dibandingkan dengan generasi-generasi sebelumnya, sehingga diperlukan pola kepemimpinan yang tepat agar dapat memotivasi mereka menghasilkan kinerja yang optimal. Penelitian ini bertujuan untuk menganalisis pengaruh empowering leadership dan lingkungan kerja terhadap kinerja prajurit generasi Z di Satkor Koarmada I yang dimoderasi oleh komunikasi internal. Paradigma dalam penelitian ini adalah positivis, dengan jenis penelitian eksplanatif. Teknik pengambilan data menggunakan survei kuesioner, dan sampel penelitian ini melibatkan prajurit generasi Z yang berdinas di Satkor Koarmada I berjumlah 273 orang. Metode analisis yang digunakan adalah SEM PLS dengan pengolahan data menggunakan aplikasi SmartPLS versi 4.0. Berdasarkan hasil penelitian dan pembahasan yang telah dilaksanakan, dapat ditarik kesimpulan bahwa: Empowering Leadership berpengaruh secara signifikan terhadap kinerja prajurit generasi Z, lingkungan kerja (work environment) berpengaruh secara signifikan terhadap kinerja prajurit generasi Z, Komunikasi internal berpengaruh secara signifikan terhadap terhadap kinerja prajurit generasi Z, Komunikasi internal memoderasi positif pengaruh empowering leadership terhadap kinerja prajurit generasi Z, dan Komunikasi internal memoderasi positif pengaruh lingkungan kerja terhadap kinerja prajurit generasi Z di Satkor Koarmada I.

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The Escorta Squadron of 1st Fleet Command is currently manned by Indonesian Navy soldiers, most of whom are Generation Z. Nowadays Generation Z soldiers are the backbone of the 1st Fleet Escorta Squadron, so they are required to have good performance, but in reality, most of the results of the performance assessment of Generation Z soldiers are currently in the sufficient category. Only a tiny percentage have good performance scores. Generation Z is known to have unique and different characteristics compared to previous generations, so the correct leadership pattern is needed to motivate them to achieve optimal performance. This research aims to analyze the influence of empowering leadership and the work environment on the work performance of Generation Z soldiers in the 1st Fleet Escorta Squadron, moderated by internal communication. The paradigm in this research is positivist, with an explanatory type of research. The data collection technique used was a questionnaire survey, and the research sample involved 273 Generation Z soldiers serving in 1st Fleet Escorta Squadron. The analysis method used is SEM PLS, with data processing using the SmartPLS application version 4.0. Based on the results of research and discussions that have been carried out, it can be concluded that Empowering Leadership has a significant effect on the performance of Generation Z soldiers, The work environment has a substantial effect on the performance of Generation Z soldiers, Internal communication has a significant impact on the performance of Generation Z soldiers, Internal communication positively moderates the influence of empowering leadership on the performance of Generation Z soldiers, and Internal communication positively moderates the impact of the work environment on the performance of Generation Z soldiers in 1st Fleet Escorta Squadron."

"Providing environmentally friendly, cheap, and safe energy for citizens by considering the national energy use mix by considering the state's financial ability to provide subsidies is a policy that must be carried out by the Government. Starting in 2009, the Government continued to take initiatives to address this issue by continuing the existing policy of building a City Gas Network. This policy is included in one of the National Strategic Projects through Presidential Regulation No. 18 of 2020 where it is also stated in the Medium-Term Development Plan (RJPMN) which targets the construction of 4.7 million household connections by the end of 2024, but in fact until 2022 only around 871,000 connections have been realised. This research analyses the evaluation of the City Gas/Jargas Development policy through CIPP (Context, Input, Process & Product) method. This research uses a postpositivism approach with qualitative data collection techniques through descriptive qualitative analysis. From the research results, it was found that there are still things that need to be improved to ensure that this policy can better achieve the expected targets, both in terms of planning in evaluating the context dimension and in the policy implementation stage which involves many parties in it related to the process dimension. In the input dimension, the process of reallocating funding, revising several government regulations as well as reviewing the commercial governance of energy supply for the community needs to be carried out to ensure the acceleration of Jargas development. From the product dimension, several initiatives are also needed to attract the interest of the community and investors to switch from the use of LPG to City Gas Network.

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Providing environmentally friendly, cheap, and safe energy for citizens by considering the national energy use mix by considering the state's financial ability to provide subsidies is a policy that must be carried out by the Government. Starting in 2009, the Government continued to take initiatives to address this issue by continuing the existing policy of building a City Gas Network. This policy is included in one of the National Strategic Projects through Presidential Regulation No. 18 of 2020 where it is also stated in the Medium-Term Development Plan (RJPMN) which targets the construction of 4.7 million household connections by the end of 2024, but in fact until 2022 only around 871,000 connections have been realised. This research analyses the evaluation of the City Gas/Jargas Development policy through CIPP (Context, Input, Process & Product) method. This research uses a postpositivism approach with qualitative data collection techniques through descriptive qualitative analysis. From the research results, it was found that there are still things that need to be improved to ensure that this policy can better achieve the expected targets, both in terms of planning in evaluating the context dimension and in the policy implementation stage which involves many parties in it related to the process dimension. In the input dimension, the process of reallocating funding, revising several government regulations as well as reviewing the commercial governance of energy supply for the community needs to be carried out to ensure the acceleration of Jargas development. From the product dimension, several initiatives are also needed to attract the interest of the community and investors to switch from the use of LPG to City Gas Network."

"Pada era disruptif seperti sekarang ini, mengharuskan perusahaan perlu memiliki sumber daya manusia yang unggul serta berupaya untuk dapat mengoptimalkan job performance para karyawannya. Job performance dapat ditingkatkan dari adanya pengaruh employee engagement dan employee psychological wellbeing. Tujuand ari penelitian ini adalah untuk menganalisis pengaruh employee engagement terhadap job performance melalui mediasi employee psychological wellbeing sebagai variabel mediasi pada karyawan PT Mitra Kiara Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dan menyebarkan kuesioner Google Form kepada 117 responden yang merupakan karyawan tetap di PT Mitra Kiara Indonesia yang sudah bekerja minimal selama enam bulan dengan Teknik penarikan sampel berupa total sampling. Analisis data dilakukan dengan analisis regresi sederhana, uji interaksi, dan uji sobel. Hasil penelitian menunjukkan bahwa terdapat pengaruh antara employee engagement dan job performance melalui mediasi employee psychological wellbeing. Penelitian ini membuktikan bahwa employee engagement mampu mememngaruhi secara positif kepada employee psychological wellbeing yang memicu peningkatan job performance secara signifikan.

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In a disruptive era like today, companies need to have superior human resources and strive to optimize their employees' job performance. Job performance can be enhanced by influencing employee engagement and employee psychological wellbeing. The aim of this research is to analyze the influence of employee engagement on job performance through mediation of employee psychological wellbeing as a mediating variable for PT Mitra Kiara Indonesia employees. This research uses a quantitative approach and distributes a Google Form questionnaire to 117 respondents who are permanent employees at PT Mitra Kiara Indonesia who have worked for a minimum of six months using a sampling technique in the form of total sampling. Data analysis was carried out using simple regression analysis, interaction tests, and Sobel tests. The research results show that there is an influence between employee engagement and job performance through mediation of employee psychological wellbeing. This research proves that employee engagement can positively influence employee psychological wellbeing which triggers increased job performance significantly."

"ABSTRAKPermasalahan mengenai kemunculan artike After Marcos, Now For The Soeharto Billion yang ditulis oleh David Jenkins pada 10 April 1986 telah memberikan pengaruh besar bagi hubungan antara Indonesia dan Australia. Beragam respon ditunjukkan oleh Pemerintah dan Rakyat Indonesia karena artikel tersebut dinilai telah menghina Presiden Soeharto. Munculnya artikel tersebut memberikan ekses kepada Pemerintah Australia, seperti Pembatalan kunjungan para menteri Indonesia, penutupan ALKI, dan pembatasan kunjungan masyarakat Australia. Penulisan skripsi ini menunjukkan bahwa diperlukannya kesepahaman diantara negara bertetangga agar terhindar dari kesalahpahaman yang dapat mengakibatkan rapuhnya hubungan diplomatik. Kesepahaman dapat dilakukan dengan cara seperti diskusi, pertemuan antar tokoh, serta diplomasi budaya.

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ABSTRACTThe problem arose from the Sydney Morning Herald?s article titled After Marcos, Now For The Soeharto Billion written by David Jenkins on April 10th, 1986 had triggered great impact towards Indonesia-Australia bilateral relationship. Responses came from both government and the people of Indonesia due to despising content, which insulted Indonesian President, Soeharto. The article then gave many excesses to the Australian government, such as the cancelation of several Indonesian Minister visits, the closing of Alur Laut Kepulauan Indonesia (ALKI), and numerous Australian tourists ban. This thesis figures that mutual understandings are needed in a bilateral relationship between both neighboring countries to lessen the chance of ruining the diplomatic ties. The understanding can be reached by holding discussions, meetings, and even engaging cultural diplomacy."

"Skripsi ini membahas mengenai operasi Monsun Gruppe antara tahun 1943-1945. Monsun Gruppe dibentuk oleh Karl Doenitz untuk menyerang kapal dagang Sekutu di Samudera Hindia. Hal tersebut dilakukan karena pertempuran di Samudera Atlantik semakin tidak menguntungkan bagi Jerman. Saat itu, industri Jerman juga mulai kekurangan bahan baku yang penting bagi usaha perangnya. Pada saat proposal ini ditawarkan oleh Jerman pada tahun 1942, Jepang keberatan. Barulah pada tahun 1943 Jepang bersedia menerima proposal Jerman tersebut. Jepang menetapkan Penang sebagai pangkalan Monsun Gruppe. Monun Gruppe diharapkan bisa mengatasi masalah kebutuhan ekonomi dan militer yang dihadapi Jerman.

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This thesis will discuss about Monsun Gruppe. Monsun Gruppe was created by Karl Doenitz in order to attack allied shipping in Indian Ocean because allies gradually gaining the upper hand on the Battle of Atlantic. On the other side, there was a raw material shortage for German heavy industry. When Germany proposed a U-boat base in East Indies on 1942, the Japanese was reluctant. It was not until 1943 the Japanese started to reconsider and finally accept german proposal. The Japanese will provide a U-boat base in Penang. Monsun Gruppe expected to alleviate some German economy and military problem."

"Terindikasi terjadi permasalahan kinerja akibat beban kerja yang berlebih setelah dilakukan validasi organisasi Pusat Pembekalan Materiel TNI Angkatan Udara (Pusbekmatau). Validasi organisasi menjadi lebih tinggi tentunya membuat Pusbekmatau memiliki beban tugas yang semakin besar, namun validasi tersebut tidak didukung dengan penambahan personil. Selain itu bertambahnya jumlah perwira berpangkat kolonel memberikan tekanan tersendiri terhadap beban kerja personel Pusbekmatau. Keterbatasan jumlah personel dengan keterisian DSP Pusbekmatau sebesar 57 %, personel harus tetap mampu berkineja baik, dengan kekhasan militer yaitu Esprit de Corps (jiwa korsa saling membantu) yang tampaknya dapat menjadi solusi untuk mengatasi tingginya beban kerja. Tujuan dari penelitian ini adalah untuk menganalisis Esprit de Corps memoderasi pengaruh Workload terhadap Work Performance personel Pusbekmatau. Penelitian kuantitatif ini menggunakan metode survei dengan kuesioner kepada seluruh personel Pusbekmatau, dan didapat sampel sejumlah 304 responden. Dalam mengolah data, penelitian ini menggunakan teknik moderated regression analysis (MRA) dalam regresi linier berganda melalui software SPSS. Dari hasil ujinya, Workload berpengaruh negatif (23,8%), sedangkan Esprit de Corps berpengaruh positif (16,1%), terhadap Work Performance secara signifikan. Kesimpulan akhirnya Esprit de Corps terbukti memoderasi pengaruh Workload terhadap Work Performance secara signifikan (37,5%).

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It was indicated that work performance problems had occurred due to excessive workload after validation of the organization of the Indonesian Air Force Material Supply Center (Pusbekmatau). Higher organizational validation certainly means that Pusbekmatau has a greater workload, but this validation is not supported by personnel addition. Apart from that, the increase in the number of officers with the rank of colonel puts pressure on the workload of Pusbekmatau personnel. Limited number of personnel with occupancy at 57%, personnel, however, must still be able to perform well, with a military specialty, namely Esprit de Corps (the spirit of teamwork) which can be a solution to overcome the high workload. The purpose of this research is to find out and analyze how Esprit de Corps moderates the influence of Workload on the Work Performance of Pusbekmatau personnel. This quantitative research used a survey method with questionnaires to all Pusbekmatau personnel, and obtained a sample of 304 respondents. In processing the data, this research used moderated regression analysis (MRA) techniques in multiple linear regression using SPSS software. From the test results, Workload has a negative effect (23.8%), while Esprit de Corps has a positive effect (16.1%), on Work Performance significantly. The final conclusion is that Esprit de Corps is proven to significantly moderate the influence of Workload on Work Performance (37.5%)."