Indonesia is currently on track to achieve Universal Health Coverage (UHC) by 2019. The country's health insurance program aims to address issues of disintegration in the implementation and coverage of various health insurance schemes that used fragmented fund pooling for financing them. Under the UHC, family planning services is one of the benefit packages. However, little has been done to examine how family planning programs are appropriately managed across levels of governments and how family planning services are delivered to the end user. This study has been conducted through focus group discussions with related policy makers and selected programmers at the central and district levels. The study also benefits from related studies on family planning in the UHC scheme and other supporting data. The study carefully investigates some programmatic implications of the integration of family planning into the UHC program. An improvement in the regulatory frameworks and management considering the construction of the relationship between the central and district governments and across related institutions is noteworthy. Periodic studies highlighting the progress of program implementation is recommended. This would create opportunities for quick notification and problemsolving discussions in the case of improper planning and implementation.

The purpose of this descriptive-explanatory study is to examine the relationship between critical thinking and creativity and the performance of Micro, Small, and Medium-sized businesses (MSMEs) in Indonesia during the coronavirus disease 2019 (COVID-19) pandemic. In this study, a questionnaire instrument was used, which was given online using Online Survey Forms, to collect information from a sample of 108 business managers who were selected at random to participate. Using the SmartPLS software, an analysis was performed once the data had been collected. The results indicate a substantial impact on the performance of MSMEs in Indonesia was found to be associated with critical thinking and innovation, according to the findings.

This study aims to examine the effect of workload, authoritarian leadership and career burnout on work loyalty and employee performance at PT Doran Sukses Indonesia, which has recently experienced an increase in employee turnover. This is caused by several factors, which include a lot of workloads, the leadership style applied to subordinates tends to be authoritarian, and there is no guarantee for reciprocal career paths. Workload indicators are measured through working conditions, use of working time, and targets. Authoritarian leadership is measured through centralized decisions, detailed assignments, leader subjectivity, opinion only, lip service, and close supervision. Career burnout is measured through emotional exhaustion, being stuck at work, feeling unsatisfied, failing, and loathing at work. Work loyalty is measured through obedience, responsibility, dedication and integrity. Employee performance is measured by the quality and quantity of work, timeliness, effectiveness, and independence. This type of research is quantitative research. The sample of this research is 128 respondents which is the entire population of employees of PT. Indonesian Success Doran. The data analysis method used is SEM analysis using the AMOS program version 23.0.1. The validity and reliability tests were processed using SPSS, and showed good validity and met the reliability requirements. The results of the data analysis showed that workload, authoritarian leadership, and career burnout had a negative and significant effect on work loyalty. The three dependent variables also have a negative and significant effect on employee performance. Work loyalty has a positive and significant effect on employee performance. The researcher's suggestion for the object of research is that it is better to make adjustments and balance the workload of employees.

The purpose of this research is to find the influence of commitment organization andquality of work life (qwl) of organizational citizenship behavior (ocb) and performanceemployees in city population civil Bangkalan Madura. The use of population and civil recorddistrict Bangkalan Madura as the study was based because of population and civil recordbangkalan the district madura as the public service known has employees who works lessmaximum.This research included in the kind of research quantitative the testing of hypotheses andquestionnaires as a technique of data collection. But as for an instrument it is anticipated thatanalysis in this research that is using structural equation model (sem). A population that inyou wherever you may be been disclosed in the research it is a whole employees of the citypopulation and civil registration kabupaten Bangkalan Madura a number of 109 civil servantsthat they employ .The results of the study based on the validity and reabilitas shows that data is valid andreliable. Based on the results of the hypothesis shows that; 1) a variable commitmentorganization significant on variables organizational citizenship behavior (ocb), 2) a variablecommitment organization significant on variables performance employees, 3) a variablequality of work life (qwl) significant on variables organizational citizenship behavior (ocb),4) a variable quality of work life (qwl) significant on variables performance employees, and5) a variable organizational citizenship behavior (ocb) significant on variables performanceemployees in city population civil district Bangkalan Madura .Keywords : Commitment organization, quality of work life (qwl), organizationalcitizenship behavior (OCB), and performance.

This study aims to prove and analyze the effect of transformational leadership, empowerment, work ethic on job enrichment and employee performance. The object and location of this research is the Village Credit Institution (LPD) as a financial institution owned by Pakraman Village in 9 districts/cities in Bali. The sampling technique is based on the proportionate random sampling method, which is taking samples from each LPD area of ??the Traditional Village randomly and proportionally, because the population members are homogeneous. The size of the sample is 300 people. Based on the results of the analysis and hypothesis testing that have been carried out, the results of this study indicate that of the 7 hypotheses proposed, all of them are proven true or supported by empirical facts, which predict a significant direct effect between transformational leadership factors, empowerment, work ethic and employee performance.