The critical role of trust is to strengthen working relationships to ensure that organizations achieve their goals effectively. This study aims to explore the positive impact of organizational trust, namely trust towards colleagues, employers, and organization. We conducted a systematic review following the PRISMA guideline, highlighting the number of records that were identified, screened, assessed for eligibility, and included for the study. The literature search was conducted online by using the keyword "Organizational Trust" on three platforms, namely ScienceDirect, Sage, and ProQuest. We selected 30 research articles that use organizational trust as either a dependent, mediating or moderating variable. Next, we reviewed and assessed the papers according to their research objectives, role/function of the variable, authors, year of publication, number of subjects/research samples and findings. Findings show: (1) organizational trust can reduce turnover tendency, as well as increase the intention to stay at the organization, effectiveness of communication within the organization, change readiness, continuum improvement, innovative behavior, job satisfaction, organizational citizenship behavior (OCB), organizational commitment, safety motivation, and work performance; (2) As an independent variable, trust in coworkers could impact joint learning activities, willingness to share knowledge and ideas with coworkers, networking commitment, job satisfaction, and organizational commitment; (3) Trust in superiors reinforces organizational identification, work performance (the strongest level of positive correlation), job satisfaction, organizational citizenship behavior, organizational commitment as well as a predictor of burnout and depersonalization.

This research aims to know the violations of the labour rights of women and analyze the psychological impact as a result of such breach. The results show there are some companies which do not meet the labor rights of women: 1) allow maternity and miscarriage leave to woman that is a labor contract but not giving salary; 2) grant leave of menstruation to woman that is a labor contract but not giving the salary and undermine the leave permit to woman that is a permanent labor; 3) do not give the time of breastfeeding at work; 4) does not provide a shuttle vehicle to woman labor at night; 5) no separated toilets for men and women. The Psychological impacts experienced by female labor are: 1) psychological problems experienced by female labor who suffer dilematic choices between the need of childbirth or miscarriage with economic needs; 2) female labor feel lost to get the chance of breastfeeding baby, feel guilt when daytime because no time for breasfeeding; 3) female contact who experience syndrome of premenstruation, they work even if uncomfortable, weak, and sick because if they are off then get no salary; 4) female labor feel afraid, threatened physically, of being the victims of sexual harassment on the way to or back from the company at night; 5) female labor feel uncomfortable, worried to men due to the adjacent toilet location.Keywords: the psychological impact, violations of rights of woman worker

Penelitian ini dilakukan untuk mengetahui ada atau tidaknya pengaruh antara motivasi kerja terhadap kepuasan kerja di rumah sakit X. Dalam penelitian ini metode yang digunakan metode kuantitatif dengan jumlah populasi yang terdiri dari 70 tenaga keperawatan yang sudah terdaftar secara administrasi di rumah sakit tersebut. Teknik analisis data yang digunakan dalam penelitian ini adalah menggunakan analisis regresi non linear. Hasil analisis pada penelitian ini menunjukkan nilai koefisien determinasi (R) dari r 0,137 = 0,019.  Artinya, R = 0,019 artinya R = 1,9% artinya terdapat pengaruh tingkat motivasi kerja sebesar 1,9% terhadap tingkat kepuasan kerja sedangkan sisanya 98,1% dipengaruhi oleh variabel lain diluar penelitian.

This study aims to examine the effect of Emotional Intelligence on the Quality of Administrative Services at the University of Muhammadiyah Gresik. Emotional intelligence is the ability of an individual to recognize himself in terms of controlling or managing emotions towards himself and others or the surrounding environment through skills of self-awareness, self-control, self-motivation, empathy, and social skills or abilities so that it can help a person achieve certain goals. according to what is expected. The higher a person's emotional intelligence, the higher his success in achieving the goals and success where he works with the resulting performance, namely by providing good service so that the quality possessed in a service also becomes good, and vice versa. In this study the method used is quantitative method with a population consisting of 101 Administrative Staff of the University of Muhammadiyah Gresik. In this case, the researcher uses incidental sampling technique. The data analysis technique used simple linear regression with a significant level of 0.05. The regression results obtained the value of r count = 0.238, then Ho was accepted and H1 was rejected. The results of the coefficient (r2) of r = 0.056 which indicates that the contribution of the emotional intelligence dimension to the quality of administrative services is 5.6%, while the rest is by other variables not examined. Based on the data analysis, it can be concluded that there is a relatively very small or no simultaneous influence of emotional intelligence on the quality of administrative services.