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Peneltian ini bertujuan untuk menganalisis seberapa besar pengaruh kepemimpinan transformasional terhadap prestasi kerja dan organizational citizenship behavior (OCB) yang dimediasi oleh corporate social responsibility (CSR). Data penelitian ini diperoleh dengan menyebarkan kuesioner yang menggunakan skala likert dengan jumlah sampel 150 responden. Pengambilan sampel menggunkan teknik purposive sampling dengan kriteria yakni karyawan PT Panasonic Gobel Energy Indonesia yang masa kerjanya >2. Data dianalisis menggunakan PLS-SEM. Hasil penelitian menunjukan bahwa Kepemimpinan transformasional berpengaruh positif terhadap prestasi kerja dan OCB. Secara khusus CSR dapat memediasi Kepemimpinan transformasional terhadap OCB dan CSR dapat memediasi Kepemimpinan transformasional terhadap Prestasi kerja. Hasil penelitian juga terdapat temuan yang menyatakan bahwa keamanan dan kenyamanan lingkungan perusahaan menjadi output yang diingkan oleh para karayawan dalam melaksankan pekerjaan.

Penelitian ini bertujuan untuk mengeksplorasi hubungan human resource practices , organizational trust, job satisfaction dan employee job performance pada karyawan manufaktur yang memproduksi makanan dan minuman. Penelitian ini dilakukan di Indonesia pada bulan Desember 2021 sampai Februari 2022. Proses pengumpulan data dilakukan dengan menyebar kuesioner secara online melalui media whatsapp. Selanjutnya, penelitian ini menggunakan metode purposive sampling untuk menentukan responden. Penelitian ini dilakukan pada 175 karyawan PT. Mayora Group di Indonesia. Data yang diperoleh dianalisa dengan menggunakan metode structural equation model (SEM). Hasil dari penelitian ini menunjukan bahwa Humamn resource practices tidak memiliki pengaruh positif secara langsung terhadap employee job performance. Selanjutnya human resource practices berpengaruh positif pada Job satisfaction, Organizational trust terbukti berpengaruh positif terhadap Job Satisfaction, Organizational trust berpengaruh positif secara langsung terhadap Employee job performance, Job satisfaction berpengaruh positif pada employee job performance dan Job satisfaction terbukti memediasi antara human resource practices dengan employee job performance, serta Job satisfaction memediasi antara Organizational trust dengan employee job performance.

Semakin berkembangnya zaman menuntut perusahaan untuk melakukan inovasi dalam menyediakan jasa layanan elektronik untuk memenuhi kebutuhan nasabah dan mempertahankan loyalitas nasabah terhadap perusahaan. Oleh karena itu perusahaan bca menciptakan layanan digital yang disebut mobile banking BCA. Penelitian ini bertujuan untuk mengetahui pengaruh persepsi kemudahan, kegunaan dan kepuasan terhadap loyalitas melalui kepercayaan nasabah sebagai variabel yang memediasi. Penelitian ini dilakukan di wilayah Tangerang. Sampel yang digunakan 115 responden dengan teknik pengambilan sampel yaitu purposive sampling. Metode analisis yang digunakan dalam penelitian ini adalah analisis jalur (path analysis). Hasil penelitian menunjukkan bahwa persepsi kegunaan dan kepuasan memengaruhi kepercayaan, persepsi kegunaan dan kepuasan memengaruhi loyalitas, persepsi kemudahan tidak memengaruhi kepercayaan nasabah dan loyalitas, kepercayaan tidak memengaruhi loyalitas dan tidak memediasi persepsi kemudahan, kegunaan dan kepuasan terhadap loyalitas nasabah BCA. Dengan demikian penelitian ini menunjukan bahwa nasabah tidak mempertimbangkan persepsi kemudahan dan kepercayaan sebagai faktor utama nasabah dalam memberikan loyalitas terhadap penggunaan mobile banking BCA.

This study aims to identify the relationship between servant leadership and organizational culture with innovative work behavior through organizational citizenship behavior . This research was conducted through a survey of 179 employees at one of the consumer goods industrial companies in Bekasi, Indonesia in November 2021, who had worked for more than one year from staff to management positions, by distributing questions electronically. The Smart PLS structural equation model is used to analyze the data. The results of the analysis show that servant leadership and organizational culture had positive effect on organizational citizenship behavior, servant leadership has an indirect relationship in increasing innovative work behavior, organizational culture and organizational citizenship behavior had positive effect to increase innovative work behavior in consumer goods industry employees. It is hoped that this research can be used as a reference in developing further research on the influence of servant leadership and organizational culture to increase innovative work behavior through organizational citizenship behavior and can be used as a consideration in implementing effective human resources.

Kelompok Usaha Bersama (KUBE) adalah kelompok warga atau keluarga binaan sosial yang dibentuk oleh warga atau keluarga binaan sosial melalui proses kegiatan Prokesos untuk melaksanakan kegiatan kesejahteraan sosial dan usaha ekonomi dalam semangat kebersamaan sebagai sarana untuk meningkatkan taraf kesejahteraan sosial. Permasalahan yang terjadi saat ini sejak pandemi Covid-19 berdampak buruk bagi kondisi penjualan Kelompok Usaha Bersama (KUBE), dimana usaha yang mereka jalani mengalami penurunan penjualan dan berdampak pada berkurangnya keuntungan yang mereka peroleh. Tujuan utama kegiatan pengabdian Masyarakat pada Kelompok Usaha Bersama (KUBE) adalah meningkatkan pengetahuan dan keterampilan dalam perencanaan usaha dan pemasaran secara online yang berguna untuk pengembangan usaha KUBE. Metode Pengabdian masyarakat dengan memberikan pelatihan yang dilakukan secara virtual melalui zoom meeting. Materi pelatihan yang berikan meliputi motivasi kewirausahaan, strategi pemasaran online, desain kemasan produk dan penyusunan laporan keuangan sederhana. Hasil kegiatan pelatihan adalah Kelompok Usaha Bersama (kube) lebih memiliki pemahaman atas prosedur pemasaran secara online, memiliki kemampuan untuk mendesain kemasan produk secara menarik, kemampuan untuk membuat laporan keuangan secara sederhana serta memberikan semangat baru untuk mempertahankan usaha dan bersaing dalam bisnis, sehingga menumbuhkan kondisi perbaikan usaha dan keberlanjutan usahanya.

This study aims to explore the effect of Supervisor Support (SS), Work-Life Balance (WLB), Job Satisfaction, and Organizational Commitment on Employee Performance moderated by age, gender, education, and marital status on IT employees. Refer to the theory and empirical evidence from previous research, we collect the data by distributing online questionnaires from November to December 2020 at some IT sector companies in the cities of Tangerang and Jakarta. The respondents are IT employees who were selected by purposive sampling method with the category non-managerial level. This study uses the PLS-SEM method. The results prove that SS, WLB, job satisfaction, and organizational commitment all have positive effects on IT employee performance. While the moderation results in this study as a whole there are no significant differences between groups of age, gender, education, and marital status with the effect of job satisfaction and organizational commitment on IT employee performance. The important managerial implications for the companies to improve the performance of IT employees are by changing the company's internal culture to be more open, creating or strengthening the warm and ‘kinship’ work environment, and organize a routine togetherness program. This will encourage positive changes for employees and be a benefit for the company. Keywords—Supervisor Support; Work-Life Balance; Job Satisfaction; Organizational Commitment; Employee Performance; Demographic Factors

Having the spirit of entrepreneurial is very important for the young generation, seeing the number of unemployed and the lack of land for new workers. But not all young people have the spirit as an entrepreneur or a tendency to entrepreneurial. Especially for young students, they should have more enthusiasm to build their own business. Entrepreneurial has been carried out especially in universities, with the intention that young people are formed who are entrepreneurial oriented and live independently and of course the young generation who have their own business lines will increase the country's social economic growth. Therefore, the purpose of this study is to know the influence of entrepreneurial characteristics (innovativeness, achievement, locus of control, risk taking, tolerance for ambiguity and self confidence) towards entrepreneurial tendencies moderated by age-based demographics. Respondents involved in this study were 120 students. Data analysis was done using General Linear Model (GLM) method. The results showed innovativeness increased entrepreneurial tendencies, innovativeness increased entrepreneurial tendencies but was not moderated by age, achievement did not increase entrepreneurial tendencies, achievement did not increase the tendency of entrepreneurial be moderated by age, locus of control increasing entrepreneurial tendencies, locus of control increasing the tendency of entrepreneurship but not moderated by age, risk taking increased the tendency of entrepreneurial, risk taking increased the tendency of entrepreneurial but not moderated by age, tolerance for ambiguity increased the tendency of entrepreneurial, tolerance for ambiguity increased the tendency of entrepreneurial but not moderated by age, self confidence increased the tendency of entrepreneurial and self confidence increased the tendency of entrepreneurial but not moderated by age to students.

This study aims to examine the effect of training satisfaction on work engagement and employee’s OCB in government services. Training satisfaction is necessary since employees do not simply follow the training provided by the organization, but how they like training so that successful training can encourage work engagement and extra behavior at work. In this study, there were 288 questionnaires distributed to employees in this field. The data obtained were analyzed using the Structural Equation Model (SEM). The results showed a positive effect of training satisfaction on Work Engagement (WE) and OCB. Employees with high training satisfaction generate professionalism, passion and dedication in service to the community and create caring behavior within the team. In addition, organizations are advised to further improve the quality of training for employees so that training satisfaction is met. Importantly, organizations also need to perform employee rotation, provide awards for outstanding employees, provide incentives, and other policies that can increase employee productivity for organizational development.