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This study aims to investigate the effect of employee motivation and employee engagement mediated by job satisfaction on job performance. This study employs explanatory research with a quantitative approach. The population in this study consisted of all employees of retail company X. The sampling technique used was saturated sampling, and the number of research samples was 150. Data was collected through surveys and documentation, and the instrument was tested using Likert scales. The data was analysed using Structural Equation Model Partial Least Squares (SEM-PLS) modelling. The results of this study indicate that employee motivation can increase job performance, while employee engagement cannot increase job performance. Furthermore, the findings revealed that employee motivation can increase job satisfaction while employee engagement cannot. Job satisfaction can increase job performance. Job satisfaction can mediate the effect of employee motivation on job performance, but it cannot mediate the effect of employee engagement on job performance. According to the findings of this study, Company X should be able to provide motivational stimulus to employees by increasing salaries and work incentives, as well as increasing training and developing employee skills, so that workers can work effectively and efficiently.

This study aims to investigate the impact of transactional leadership on employee performance through the mediation of job satisfaction, job stress, and trust. This study employs explanatory research using a quantitative approach. The population in this study were employees of companies engaged in shipbuilding in Surabaya city, namely PT. Dok dan Perkapalan Surabaya (Persero). The study used saturated sampling. The study had 69 respondents. Data was gathered through surveys and documentation, and the instrument was tested using likert scales. The data were analyzed using the structural equation model partial least squares (SEM-PLS) modelling. The finding of this study indicated that Transactional Leadership can enhance employee performance. Furthermore, Transactional Leadership can boost job satisfaction and trust while reducing employee stress. Employee performance can be improved by addressing job satisfaction issues. Employee performance is positively correlated with job satisfaction. However, Job stress has no significant effect on employee performance. While trust can enhance employee performance. Job Satisfaction can mediate the effect of Transactional Leadership on Employee Performance, whereas Job Stress cannot. Trust has the ability to mediate the impact of Transactional Leadership on Employee Performance. The findings of this study advise PT. Dok dan Perkapalan Surabaya (Persero) to maintain and improve the leader's transactional leadership style in managing various resources in the company in order to foster a positive relationship between employees and the company, allowing employee performance to improve optimally.

This research examines the effect of work motivation and work environment through work engagement on employee performance. This research is quantitative research with data collection methods using questionnaires. The sample in this study was 85 employees of PT. Pelindo Terminal Petikemas New Makassar who were determined using the Slovin method. The data analysis technique used is SEM (Structural Equation Modeling) PLS. The results of this research show that the two independent variables, namely work motivation and work environment, have a positive influence, but the work motivation variable does not have a significant influence, while the work environment variable has a significant influence on employee performance. Based on the results of mediation testing, it shows that work engagement provides a partial mediation role in the relationship between work motivation and work environment on employee performance. It is hoped that the implications of the results of this research will be input for companies in efforts to improve the quality of employee performance.

This study examines the impact of self-efficacy and organizational support on employee performance as mediated by employee engagement at the regional public companies, Perumda Air Minum Ngawi Regency. This study is explanatory research with a quantitative approach. The population in this study were all permanent employees of the Perumda Air Minum Ngawi. Saturated sampling was used in the sampling methodology. The study's sample consisted of 269 permanent Perumda Air Minum Ngawi employees with a minimum work period of one year. Data were collected through questionnaires distributed to respondents and analyzed quantitatively using Partial Least Squares (PLS). The results showed that self-efficacy and organizational support significantly affect employee performance. This study also indicates that self-efficacy and organizational support have a significant effect on employee engagement, and employee engagement has a significant impact on employee performance. Employee engagement can mediate the effect of self-efficacy and organization on employee performance. The results of this study advise the Perumda Air Minum Ngawi to maintain employee engagement and organizational support to improve employee performance.

This study aims to analyze the role of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The population of this study was 106 employees who have worked for more than one year. It uses a saturation sampling method to collect the data. Hypothesis testing used in this research is path analysis. The expected result from this research is an analysis of the influence of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The results of this study indicate that compensation has a negative and significant effect on turnover intention. Meanwhile, job stress is proven to have a positive and significant effect on turnover intention. This study also shows that job satisfaction is able to provide a significant mediating role.

This study investigates the impact of Information Technology (IT) and Organizational Culture on Employee Performance, with Job Satisfaction as a mediating variable, and Task-Technology Fit as a moderating factor. Conducted in the context of the Direktorat Jenderal Perbendaharaan (DJPB) in East Java, the study analyzes the relationships between these variables and their collective influence on employee performance. Data was collected from 297 employees using an online questionnaire, with a quantitative approach based on Structural Equation Modeling (SEM) for data analysis. The study finds that both IT and Organizational Culture significantly enhance Employee Performance, with Job Satisfaction mediating these effects. Additionally, Task-Technology Fit moderates the relationship between IT and Employee Performance, as well as between Organizational Culture and Employee Performance. The study emphasizes the importance of aligning technology with tasks and fostering a positive organizational culture to enhance job satisfaction, which in turn boosts employee performance. The results contribute to the understanding of how IT, Organizational Culture, Job Satisfaction, and Task-Technology Fit interrelate to influence performance, providing practical implications for improving human resource management and operational efficiency in public sector organizations.

This study aims to analyse the influence of vigour and competitiveness on employee performance by considering the mediating role of involvement balance and the moderating role of employee intrapreneurship. A quantitative approach was used in this study, with data collected through questionnaires distributed to 258 employees in the Consumer Credit Business Division of PT Bank Central Asia, TBK (BCA). The sampling technique applied was a saturated sample, where all members of the population who met the research criteria became respondents. Data analysis was performed using the Structural Equation Modelling (SEM) method applied through the Partial Least Squares (PLS) technique. The results of the study indicate that vigour has a positive and significant effect on employee performance, and the same applies to competitiveness. In addition, this study also found that involvement balance acts as a mediating variable that connects the influence between vigour and employee performance, as well as between competitiveness and employee performance. Meanwhile, employee intrapreneurship was found to moderate the relationship between vigour and employee performance, but did not have a significant effect on the relationship between competitiveness and employee performance. Based on the results of this study, it is recommended that the management of the Consumer Credit Business Division of PT Bank Central Asia, TBK (BCA) develop programs that support the improvement of employee vigour and competitiveness, as well as support their involvement in innovation to improve overall performance.

This study aims to examine the impact of the hybrid working model on employee performance with the mediation of Remote Management and Effective Monitoring. Using a quantitative approach and a questionnaire, this research emphasizes how PT PLN (Persero) management manages distributed teams to work and perform effectively. The total population consists of 673 employees of PT PLN (Persero) across three divisions that implement the hybrid working model. The data analysis technique used is SEM (Structural Equation Modeling) PLS. The results indicate that the hybrid working model has a positive and significant effect on employee performance. The findings also show that remote management positively and significantly influences employee performance. In contrast, effective monitoring has a positive but insignificant impact on employee performance. The study's implications are expected to contribute to the improvement and refinement of the hybrid working model implementation within PT PLN (Persero).

This study analyzes the influence of work environment and compensation on employee performance with job satisfaction as an intervening variable in Perumda Tirta Kanjuruhan, Malang Regency. Using the Structural Equation Model (SEM) approach based on Partial Least Square (PLS) on 411 respondents, the results showed that the work environment had a significant positive effect on performance  and job satisfaction. Compensation had a negative effect on performance  but positive on job satisfaction . Job satisfaction acts as a significant mediator between the work environment  and compensation  on performance. The dominant factors of the work environment included leadership fairness and communication between colleagues , while compensation was influenced by performance-based appreciation. These findings indicate that compensation injustice and mismatch of employee expectations are the causes of performance declines, even though job satisfaction is able to mediate these negative effects. Research recommends improvements to a holistic work environment (physical, psychological, social) and a transparent and performance-based compensation system to improve organizational productivity. The study contributes to the literature by clarifying the crucial role of job satisfaction as a mediator in work environment relationships, compensation, and employee performance.

This study examines the effect of work motivation and work-life balance on employee performance with job satisfaction mediation. This study is a type of quantitative research with a data collection method using a questionnaire. The research sample was 185 nursing staff at X Hospital. This study uses non-probability sampling with the Quota sampling type. The data analysis technique used is SEM-PLS. The results of the study indicate that work motivation cannot improve employee performance. However, work-life balance can improve employee performance. Work motivation can improve employee job satisfaction, while work-life balance cannot improve job satisfaction. Job satisfaction can improve employee performance. Job satisfaction can mediate Work Motivation in improving performance but cannot mediate Work-Life Balance in improving employee performance. The study results suggest that Hospital X should pay more attention to employees by providing motivation and implementing an excellent work-life balance as a reference for employees' work.