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As the saying goes ‘education is the key to success’. When the majority of a nation’s citizens are educated, development becomes rapid. This research aims to determine the influence of a principal’s leadership, teacher competencies, academic supervisor, work motivation and job satisfaction on teachers' performance. This study employed the quantitative approach. The survey method was used to collect information through a questionnaire with a Likert-type of 5 rating scales to analyze data. A total number of 125 respondents were involved in the study and they were randomly selected from the secondary schools in Regional Education Directorate I&II. Data were analyzed using multiple linear regression and the coefficient of determination test R^2. The results show that the principal's leadership, teacher competencies, academic supervisor, and job satisfaction have a positive and significant influence on teachers’ performance, while work motivation has no significant influence on teachers’ performance. To have effective teaching and learning in schools, good leadership is required to guide, manage and control people, property and issues affecting them with proper handling to achieve the set goals. The Principal's work can be complemented by the efforts of his vice principals and other senior teachers as supervisors to ensure that plans are properly implemented and objectives achieved. Supervision helps teachers know and improve their weak areas and strengthen their competencies to deliver accordingly, develop skills, and boost their performances. These activities may lead to good working conditions and a conducive environment for the staff to be motivated and satisfied with their job. This research will provide insights into factors that have significant influences on teachers' performance.

This paper aims to examine the effect of motivation, commitment, and satisfaction on nurse loyalty at Islamic Hospitals. The sampling technique uses a purposive method, where the requirement to be a sample is a nurse who has worked for one year. Based on this technique, a sample of 69 nurses was obtained with a response rate of 92%. Data were analyzed using structural equation modeling with a partial least square approach, by two separate but sequentially related stages (outer and inner model). The results showed that extrinsic motivation can affect employee commitment and job satisfaction. Intrinsic Motivation can affect job satisfaction but does not affect employee commitment. Extrinsic and intrinsic motivation cannot directly influence nurse loyalty, nor can it be mediated by nurse commitment or job satisfaction. Nurses will be loyal to the hospital if intrinsic and extrinsic motivation is mediated by employee commitment and job satisfaction respectively.

This study used a closed questionnaire to gather information on the implementation of the SDGs in private universities in Indonesia. Quantitative data were processed using SmartPLS SEM from the results of 138 questionnaires filled out by management leaders of 138 private tertiary institutions in Indonesia. SDGs implementation is tested from the social and environmental aspects of SDGs as the first and second hypotheses. Research provides support for the hypothesis of the significant effect of implementing social SDGs on university performance (?=0.391) and the opposite result on implementing environmental SDGs (?=0.028). The research results mutually support the finding that the implementation of the SDGs in private universities in Indonesia still needs to be improved. This finding reinforces the suggestion that a sustainability report is needed as part of the accreditation assessment of private tertiary institutions.

This study aims to analyze the problems that occur in the management of tourism villages and develop strategies and solutions to overcome existing problems. This research was conducted in Banjaran Village, Purbalingga, Indonesia. The study was conducted using a mixed research method, namely qualitative-quantitative; this method was used to capture the value or view of experts and practitioners about Tourism Villages in Banjaran Village, Purbalingga Regency. The analysis used in this study is the ANP (Analytic Network Process) method. The respondents selected in this study were experts, practitioners, academics, and regulators competent in tourism village management. The results showed that the problems that arise in developing tourism village potential are five main aspects: Human Resources (HR), capital management, institutions, conflicts of interest, and promotion. The priority solutions offered and considered to be able to solve problems in the development of tourism village potential are divided into six keys, namely, for the resolution of HR problems by increasing HR competence and then recruiting competent workers. In capital management, the solution is to do systematic bookkeeping, make appropriate regulations, and carry out regular coordination, communication, and deliberation. The answer to the conflict of interest problem is to put the community’s interests first and then agree. As well as solving problems in the promos aspect by disseminating event info and publishing management documentation. Strategy Criteria in the Development of Tourism Village Potential is carried out through five primary elements human resources, financial and capital management, institutional/organizational structure, conflicts of interest, and promotion. Through these five important strategic aspects, it can overcome existing problems.