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This study examines the effects of transformational leadership, affective organizational commitment, and job satisfaction on employee performance. This study employs explanatory research with a quantitative approach. The population in this study consisted of all employees who had worked for a civil consulting partnership company for more than one year, for a total of 1008 employees. Purposive sampling was used in this study. The study used 285 samples. Surveys and documentation were used to collect data, and the instrument was tested using a Likert scale. The data were analyzed using structural equation modeling (SEM-PLS). The results of this study indicate that transformational leadership, job satisfaction, and organizational commitment can all improve employee performance. Additionally, transformational leadership can directly boost organizational commitment and job satisfaction. Job satisfaction and organizational commitment can also improve employee performance. The findings of this study suggest that managers and business owners with family businesses in civil consulting services can increase transformational leadership to improve employee performance.

In today’s technology and digital era, the main problem that can impact the life sector is the aspect of Human Resources with the expertise and competence of an employee. Organizational goals will be achieved, however, with advances in information technology, activities carried out by humans can be completed efficiently and effectively to obtain optimal results. This study aims to determine employees' service performance by linking several variables including digital competence, work-life balance, work stress, and emotional intelligence. This study used the PLS (Partial Least Square) analysis tool and the number of samples was 190 respondents. The study results show that digital competence has no effect on service performance but positively impacts work-life balance and stress. Moreover, emotional intelligence does not moderate the relationship between digital competence and work life balance on service performance but moderates the relationship between work stress and service performance. This research was conducted to determine the performance of employee services and the employees of PT. X were the object of analysis.

This study investigates the total rewards (TR) and employee retention (ER) to understand whether better remuneration leads to retention among the employees of First Aluminum of Nigeria. It further emphasizes and reviews the findings of previous articles and journals conducted by various researchers to establish rewards' efficacy in attracting and retaining employees in any given organisation. The study aimed to explore the total reward instruments to attract and retain employees in an organisation. A quantitative design using a sample of 270 employees working in the First Aluminum of Nigeria is adopted. Self-administered questionnaires were administered to employees as respondents for data collection. Data were analysed using Statistical Package for Social Sciences (SPSS) and tables and figures were used to present data. Arising from the empirical findings and comparison with the concept of this study, a discussion on the differences and similarities is made. This study reveals weight and ascertains various kinds of rewards, such as extrinsic, intrinsic, and total rewards, to attract and retain employees at the organization. Thus, this study summarised the results of existing literature on the factors influencing ER at FAN, such as salary; benefits package; compensation; developmental opportunities and quality supervision; compensation and appreciation of work done; promotion, and development opportunities.   It is, therefore, contextualized that growth and advancement opportunities do not influence the ER as a monetary reward does.

The attitude that employees have towards their job is well believed to have an influence on their performance. This study investigated the influence of job satisfaction on employees’ performance. Herzberg’s two-factor hygiene and motivation theory was used to explain employees' motivation for best performance. A cross-sectional survey design in the form of a structured questionnaire was used to randomly sample one hundred (100) employees of the University of Zululand, South Africa. Descriptive and correlation analysis were used to analyze the collected data. The findings indicate that job satisfaction does not influence employees’ performance. The study concludes that UNIZULU employees enjoy their roles despite the unsatisfactory benefits attached. In spite of the unsatisfactory level of benefits, they perform their duties effortlessly. This research contributes to research-based knowledge that will assist universities’ management in identifying the factors that will enhance employees’ performance.

This study was conducted to determine the effect of self-efficacy on employee performance and work motivation, and work involvement in mediating the effect of self-efficacy on employee performance of manufacturing companies in DKI Jakarta. The sample in this study amounted to 100 respondents. This study uses quantitative descriptive analysis techniques. The analysis method in this study uses Path Analysis using SmartPLS. The results of the analysis in this study are: (1) self-efficacy has a positive and significant effect on employee performance, (2) work motivation mediates positively and significantly the relationship between self-efficacy and employee performance, and (3) work involvement mediates positively and significantly the relationship between self-efficacy and employee performance. This research is expected to contribute to the development of Human Resource Management, especially in research on improving employee performance.

This study aims to evaluate the impact of human resource management practices (HRMPs) on employee attitudes and behavior (EAB). The population of this study was all employees of cement manufacturing firms (CMC) in the southern region of Bangladesh. Data was gathered using structured questionnaires following convenient sampling technique. The data was analyzed using SPSS-23 statistical package program. A robust and significant linear association between HRMPs and EAB was found. Further, HRM practices, including compensation & rewards (CR) and motivation (MV) were discovered to be dominant predictors of EAB. According to the study, variations in EAB of 77.10% were caused by independent predictors such as recruitment and selection (RS), training and development (TD), performance appraisals (PA), compensation and rewards (CR), motivation (MV), and maintenance (MT) in CMC in the southern part of Bangladesh. Nevertheless, it is apparent from the study's findings that manufacturing organizations that have implemented progressive HRM practices in a systematic and integrated manner are having an enormous influence on EAB. This study only focused on one industry and one type of organizational structure. According to the study, findings should not be extensively generalized. Future research should incorporate other aspects, such as organizational learning and organizational capacity, to construct a new model of HRM practices.

This study examines the effect of the relationship between job insecurity, workload, and work stress on turnover intention among BUMDes Sumber Sejahtera. The population in this study is all employees in BUMDes Sumber Sejahtera. This research is explanatory research with a quantitative approach which collects data by distributing questionnaires to 126 respondents. Data analysis used partial least squares (SEM-PLS). The results showed that job insecurity, workload, and work stress significantly affected turnover intention. Likewise, job insecurity and workload had a significant effect on work stress. The results of this study also show that work stress has a significant impact on turnover intention. Furthermore, work stress partially mediates the effect of job insecurity and workload on turnover intention. The results of this study suggest that BUMDes Sumber Sejahtera can improve the strategy to keep and maintain the employee to stay at their work.    

This study examines the effect of work professionalism, job satisfaction and organizational climate on employee performance in Muaradua Hospital employees. This study uses explanatory research with a quantitative approach. The population of this study included all Muaradua Regional General Hospital paramedics with a work period of more than one year. The sampling method is saturated, and the data collection technique uses questionnaire distribution. The data were analyzed using partial least square structural equation modeling (SEM-PLS). The results of this study indicate that work professionalism, job satisfaction, and organizational climate can directly improve employee performance. In addition, work professionalism and job satisfaction can improve the organizational climate. Organizational climate becomes partially mediating the relationship between work professionalism and job satisfaction on employee performance. The results of this study suggest that the hospital should be able to maintain professionalism and encourage job satisfaction, as well as create and improve strategies for factors related to organizational climate.      

This study examines the effect of information technology and organizational culture on employee performance through mediating employee engagement among Primary Tax Service Office employees in the Directorate General of Taxes East Java III scope. The population in this study consists of 369 employees of the Pratama Tax Service Office. This explanatory research uses a quantitative approach that collects data by distributing questionnaires. However, only 277 respondents collected the questionnaire again. This study uses probability sampling with a saturated sampling technique. Data analysis used partial least squares (SEM-PLS). The results showed that information technology and organizational culture positively and significantly impacted employee performance. Also, employee engagement had a significant impact on employee performance. According to the mediation test findings, employee engagement partially mediates the relationship between information technology, organizational culture, and employee performance. The findings are expected to be used by organizations in their improvement efforts.    

As a result of the increasingly competitive industrial sector, employees become a highly valuable asset. Employees need to improve their quality and competence, followed by reasonable compensation to increase their productivity. On the other hand, employers shall provide a favorable working environment to produce a quality work life. This study aims to analyze the effect of outsourcing, compensation, and quality of human resources on the quality of work life of employees in the industrial area in Bekasi using the method of path analysis. The sample in this study consists of 100 employees selected with the purposive method. The findings of the study indicate that: 1) Outsourcing has no direct effect on the quality of work life, 2) Compensation has a positive direct effect on the quality of work; 3) Quality of human resources has a positive direct effect on the quality of work life4) Outsourcing has a positive direct effect on the quality of human resources, and 5) Compensation has a positive direct effect on the quality of human resources.

This study examines and analyses the effect of Islamic emotional intelligence, work-life balance, and burnout on organizational commitment. In addition, this study also examines and analyzes the role of burnout in mediating the effect of Islamic emotional intelligence and work-life balance on organizational commitment. Respondents in this study were female employees who worked at the Ministry of Religion in Pekanbaru, Riau, with a total of 73 respondents. The sampling technique was carried out by saturated sampling or census with SEM-PLS statistical analysis. The results showed that (i) Islamic emotional intelligence has an effect on organizational commitment, (ii) work-life balance has an effect on organizational commitment, (iii) burnout has an effect on organizational commitment, (iv) Islamic emotional intelligence has an effect on burnout, (v) work-life balance affects burnout, (vi) burnout can mediate the effect of Islamic emotional intelligence on organizational commitment, (vii) burnout can mediate the effect of work-life balance on organizational commitment.

The study presents a burden on theory and practice for discovering a reward criterion that achieves workspace morale in a hyperinflationary context. It aimed to determine the relationship between the individual components of rewards (extrinsic, intrinsic, and social) and workspace morale and the mediating role of employee engagement in a hyperinflationary context. The study applied a cross-sectional study. It employed a structured questionnaire as a study instrument. The target population for the study comprised 900 employees and managers of Bindura municipality in Zimbabwe. The study employed a sample of 269 employees and managers, and the methodology used was a case study. A total of 269 questionnaires were hand delivered after administering the ethical consent form. A total of 214 questionnaires were returned, and after preliminary review and cleaning, 17 questionnaires were found with missing values leaving 197 analyzable questionnaires thus, achieving a 73.2% response rate. The study used multiple regression analysis. The results reveal a significant direct effect of total reward, intrinsic reward, and social reward on workspace morale. The direct effect of extrinsic reward on workspace morale was statistically insignificant. It also reveals that the effects of total reward on workspace morale are mediated only partially by employee engagement. The study viewed employee engagement as a mediating force between rewards and workspace morale but did not examine the bond longitudinally. The study recommends exploring reward options, specifically supportive supervisory relations, work autonomy, role clarity, skill variety and regular feedback to improve workspace morale in hyperinflation. The results demonstrate the importance of practices that win employee hearts to enhance commitment instead of external motivation in an inflationary environment.

This study intends to understand the influence of leader effectiveness, directly or indirectly, on turnover intention through work stress mediators. This study uses an explanatory research method that examines the relationship between independent and bound variables by testing hypotheses. This study used a sample of Indonesian Islamic Bank employees in East Java with a saturated sampling technique. In this study, a sample of 100 respondents was obtained, which was analyzed using structural equation modeling partial least squares, which included validity and reliability tests using algorithm techniques, then hypothesis testing using bootstrap. The results of this study indicate that leadership effectiveness can reduce turnover intention and work stress, as well as work stress, can increase turnover intention. Leadership effectiveness has also successfully influenced turnover intention through work stress with partial mediation.

This research examines the impact of workload and job stress on job satisfaction mediated by motivation in a type B government hospital, RSUD Kanjuruhan. This study is explanatory research with a quantitative approach. The sample used in this study is 162 nurses and midwives who have worked in RSUD Kanjuruhan for at least one year. The sampling technique used is simple random sampling. The data were analyzed using structural equation modeling partial least squares (SEM-PLS). The results of this study indicate that high workloads and low job stress can increase motivation and job satisfaction. The appropriate planning and calculation of the nurse-patient ratio must be implemented to improve motivation and job satisfaction. This study also found that the mediation of motivation was a complementary mediation between workload and job satisfaction and a competitive mediation between job stress and job satisfaction.

 This study aims to examine the relationship between Leader-Member Exchange (quality of the direct leader-subordinate relationship) with Motivation and Commitment mediated by the Perception of Romance in the workplace. This analysis uses the dependent variable (commitment and motivation) and the independent variable (LMX (quality of direct superior-subordinate relationship) and perceptions of romantic relationships at work). The sampling method used in this study used a purposive sample distributed to all employees in the South Jakarta Area, with an unknown population and SEM sampling with the gameshow formula with a sample size of 100 respondents. The data analysis method in this study used Partial Least Square (PLS), with Smart PLS running on computer media. The results of this study show that all variables are valid and reliable. Thus, the superior-subordinate relationship also positively impacts the perception of romantic relationships in the workplace. Interestingly, LMX towards commitment and motivation mediated by perception of romantic relationship has a positive impact but is not significant. Therefore, this study suggests that the company arrange a clause or policy regarding the relationship between employees.

Employment equity has continued to occupy a centre stage in the field of human resource management in the current and forthcoming decades in various countries worldwide. It plays a critical role in promoting the elimination of unfair discrimination and consideration of people from previously disadvantaged groups at the workplace. The paper aims to establish the relationship between employment equity implementation and employee performance. The paper also examines the relationship between eliminating unfair discrimination and employee performance at the workplace. In addition, the paper also aims to evaluate the relationship between the maintenance of affirmative action and employee performance. This study adopted a descriptive research design and a quantitative research approach. The data employed regression analysis to test the hypotheses. Data was gathered from 172 employees in a leading organisation in South Africa. This paper's key findings revealed a positive relationship between employment equity implementation and employee performance. The statistical tests revealed a significant relationship between eliminating discrimination and improving employee performance in the workplace. However, the results of the statistical tests revealed an insignificant relationship between the maintenance of affirmative action and the improvement of employee performance at the workplace. In conclusion, organisations should ensure they eliminate unfair discrimination at all costs. This can improve employee performance.

This study examines and analyzes the influence of Internal Marketing and Organizational Commitment on Employee Performance mediated by Psychological Capital. The study is conducted on employees of a sugar factory (PT. Madubaru) located in Bantul, Yogyakarta, with a sample size of 60 respondents. Data analysis uses quantitative methods of Structural Equation Modeling (SEM). The results show that; (1) Internal Marketing and Organizational Commitment owned by the company have a positive and significant influence on the Psychological Capital of employees who work in a factory. (2) Psychological Capital of company employees positively and significantly influences employee performance in the factory. (3) Psychological Capital on factory employees partially mediate Internal Marketing and Organizational Commitment to Employee Performance working at PT Madubaru, Yogyakarta.

Organizations are currently seeking for ways to improve their performance in order to remain in the fierce competition in the business environment. In this regard, leadership plays a crucial role as they can shape employees’ behavior and attitude in the organization. This study is carried out to analyze and understand the relationship between servant leadership, work engagement, and job performance. It also aims to examine the mediating role of work engagement in the relationship between servant leadership and job performance. This study uses quantitative approach with the survey. The population of this study is employees of manufacturing companies in West Java, Indonesia, with a total number of samples of 115 respondents, which are chosen using purposive sampling. The data collection is done using a survey by distributing questionnaires to respondents online. The data analysis uses Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study indicate that servant leadership has a positive influence on both work engagement and job performance, while work engagement has a positive influence on job performance. In addition, this study also proved that work engagement is a mediator in the relationship between servant leadership and job performance. This study provides a fruitful contribution for managers or leaders of employees in manufacturing companies, such that they can foster employee performance through leading in a servant leadership style. This leadership style will be able to help employees to develop engagement in their work, and it will eventually increase their job performance.

This study examines the effect of perceived organizational support and transformational leadership on the turnover intention of health workers at Hospital X, Mimika Regency through mediating organizational commitment. This research was conducted in ten work units at Hospital X Mimika Regency, Papua. This study uses saturated sampling. Primary data was obtained by distributing questionnaires to 103 health workers. Data analysis used partial least square (SEM-PLS) structural equation modeling with Smart-PLS 3.0 application. The results show that the perceived organizational support and transformational leadership had a negative and significant effect on turnover intention. The results of this study show a positive significant effect of perceived organizational support and transformational leadership on turnover intention and a negative significant effect organizational commitment on turnover intention. This study also found that organizational commitment has not been able to mediate the effect of perceived organizational support on turnover intention. From these findings, it should be underlined that the turnover intention of health workers will be high, if the organization and leaders do not pay attention to the welfare and needs of health workers, such as bonuses or benefits and salaries that are in accordance with the level of education, workload, and years of service. Equitable training and fair career promotion, giving authority and delegation to health workers in the decision-making process, providing advice, evaluation, and positive feedback.

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.