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The purpose of this study is to examine the influence of person-organization fit, quality of work-life and organizational justice on employee performance at PT Jambi Regional Development Bank in Jambi West Region using job satisfaction as a mediator. This study uses a quantitative approach with a population of 201 respondents and a sample of 134 respondents. Data collection techniques using questionnaires. The data analysis technique used in this study is The Structural Equation Modeling (SEM) statistical software AMOS 5.00 on the model and study of hypotheses. The results showed that person-organization Fit had a positive and significant effect on job satisfaction. Quality of Work Life has a positive and significant effect on job satisfaction. Organizational justice has a positive and significant effect on job satisfaction. Person-Organization Fit does not affect employee performance. Quality of Work Life does not affect employee performance. Organizational justice does not affect employee performance. Person-Organization Fit has a positive and significant effect on employee performance through job satisfaction. Quality of Work Life has a positive and significant effect on employee performance through job satisfaction. Organizational justice has a positive and significant effect on employee performance through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. The findings of this study state that the variables Person-Organization Fit (P-O Fit), Quality of work-life, Organizational Justice, and job satisfaction have never been tested all simultaneously on employee performance. The second finding of this study is that job satisfaction has a strong effect on performance. In addition, research at PT Bank Pembangunan Daerah Jambi in Jambi West Region is still very rarely done.  

This research is a study that analyzes and explains the influence model of organizational culture, managerial competence on performance mediated by the affective commitment and its implications for the food and beverage industry in Jambi Province. The sample of this study used the probability sampling technique. The sample selection criteria were the food and beverage industry players as many as 343 samples were obtained from 2 districts, namely Sarolangun, Kerinci, and Jambi city. Data analysis was performed using descriptive statistical analysis and inferential statistical analysis. The data obtained were processed using a component-based or variance-based Structural Equation Modeling (SEM) causality analysis which is known as Partial Least Square (PLS). The results showed that the direct influence of organizational culture, managerial competence and affective commitment had a positive and significant effect on the performance of food and beverage industry business actors, and the indirect influence of organizational culture and managerial competence on performance mediated by affective commitment also had a positive and significant effect. The results of this study indicate that organizational culture is dominated by the clan type which has the character of kindship and togetherness has an influence on the performance of business actors in the food and beverage industry in Jambi Province.

This study aims to reveal the effect of employee development on work behavior and work motivation and its impact on employee performance. This research uses surveys and verification methods. The sample used is 240 units. Data analysis using the Structural Equation Model. The results showed that: employee development influences employee performance, work behavior, and work motivation; Work Behavior affects employee performance; Work motivation affects employee performance; Employee Development influences employee performance through work behavior and works motivation; Work motivation affects employee performance through work behavior. The Study recommend that the need for employee development planning by synchronizing and synergizing the policies of the Regional Government, the Provincial Government and the Central Government which are supported by budget allocations, and compilation of education and training guidelines, job competency standards, career patterns, study permits/assignments, strengthening the employee supervision team, and the development of a comprehensive Staffing Application System