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This study aimed to determine and analyze the effect of Training and Development on Performance through Professionalism and Hard Skill Competence for the Civil service police Unit (Satpol PP) in Jeneponto Regency. This research was carried out at the Jeneponto Regency Satpol PP Office, which lasted for approximately 2 (two) months, namely October to November 2020. This study used a causality (cause-and-effect) design with a quantitative approach. The population in this study were all employees of the Satpol PP Office in Jeneponto Regency, namely 180 people. The sampling technique used saturated sampling, where all population members were used as research samples, namely 180 people. Data collection techniques through observation, interviews, questionnaires, and documentation, while data analysis by path analysis. The results show that the variable with the highest path coefficient value is training and development of work professionalism and complex skill competence. Training and development for the Satpol PP Office in Jeneponto Regency are considered to improve employees' work professionalism and complex skill competence. Through this training and development, the employees' competence in hard skills is also increasing. They are indicated by the better technical skills, knowledge, and mastery of employee technology. On the indirect effect, the variables of work professionalism and complex skill competence as intervening variables can moderate the training and knowledge variables. The two intervening variables that also directly influence performance indicate that the variables of work professionalism and complex skill competence can also directly affect the performance of the Satpol PP Office in Jeneponto Regency employees. Indirectly, the relationship between variables through moderating variables does not show such a significant influence because employees who participate in training and development and produce increased professionalism and hard-skill competencies are sure to create a good performance. The results of this study contribute to the lack of references that explain how well-managed training and development can make a good performance. [ABSTRACT FROM AUTHOR]

This study aims to determine and elaborate on how much influence psychological capital has on performance through the work capability and soft competence of sub-district employees in the Jeneponto Regency. This research was conducted in Jeneponto Regency, which lasted for approximately 2 (two) from October to November 2020. This study used a causal (causal) design with a quantitative approach. The population in this study were all sub-district employees in 3 sub-districts in Jeneponto Regency, namely Tamalatea Sub-district, West Bangkala, and Binamu in Jeneponto Regency as many as 150 employees. The sampling technique used saturated sampling, where all population members were used as research samples, namely 150 employees. Data collection techniques through observation, interviews, questionnaires, and documentation, while data analysis by path analysis. The results showed that psychological capital encourages sub-district employees in Jeneponto Regency to do something that is their hope continuously as the primary capital, which tends to be reactive. In this study, the effect with the highest value is shown in the influence of psychological capital on work capability and soft competence. Psychological capital as an asset owned by the Sub-district office in Jeneponto Regency, this asset must be fostered and maintained. The psychological capital of Sub-district employees in Jeneponto Regency has encouraged employee capabilities to be better. On the indirect effect of psychological capital on performance, work capability and soft competence become variables that can moderate the relationship of psychological capital on performance. This research contributes to the lack of research on psychological capital concerning employee performance and contributes to knowledge that employee performance is related to physical ability to work. More importantly, reactions can drive employee performance--emotions from within. This research is different from this research because it tries to separate psychological capital and soft competence by seeing psychological capital as an abstract mental reaction. In contrast, smooth competence is a reaction that is manifested in concrete actions. [ABSTRACT FROM AUTHOR]

This study examines and analyses the effect of education and financial ability on elderly care through health services in Durikumba Public Health Center, Karossa District, Central Mamuju Regency. This research design uses a quantitative approach with survey research design and path analysis, namely determining the direct and indirect effect of the variables to be studied. The population in this study were all families who have or care for older people aged 60 years to 75 years and over as many as 273 populations recorded as caring for the elderly in Durikumba Public Health Center's working area Karossa District, Central Mamuju Regency. The number of samples in this study using accidental sampling where the determination of the model using the Slovin formula with a tolerable error rate of 0.05%, the number of pieces in this study were 162 respondents. The results showed that the financial ability of elderly care did not have a significant effect. In contrast, education on elderly care through health services had a positive and significant effect, and education and economic capacity for health services had a positive and significant effect. [ABSTRACT FROM AUTHOR]

This study aims to determine and analyze the influence of human capital on teacher performance through discipline and professionalism at Technical Implementation Unit (UPT) State Senior High School (SMAN) 5 Jeneponto. This research was conducted at UPT SMAN 5 Jeneponto, which lasted for approximately 2 (two) months from October to November 2020. This study used a causality design with a quantitative approach. The population in this study were all teaching staff, both civil servants and contract workers. And honorarium at UPT SMAN 5 Jeneponto, namely 79 people. The sampling technique used saturated sampling so that the final sample used was 79 teachers. Data collection techniques through observation, interviews, questionnaires, and documentation, while data analysis by path analysis. The results showed that teachers' performance at UPT SMAN 5 Jeneponto could be improved by human capital, human capital as an essential school asset that needs to be maintained and continuously developed. The role of human capital at UPT SMAN 5 Jeneponto is strongly dominated by the better level of skills, motivation, organizational conductivities, team effectiveness, and teacher leadership. Discipline is also an important variable that drives the improvement of teacher performance at UPT SMAN 5 Jeneponto. Teachers' high work discipline is reflected in improving attitudes through punctuality in coming and going, obeying rules, wearing uniforms, completing work, and responsibility in assignments. In addition, professionalism is also considered an essential factor that encourages the improvement of teacher performance at UPT SMAN 5 Jeneponto. Professionalism is getting better with better teaching skills, implementation of broad insight, teacher mastery of curriculum and learning media, mastery of technology, and a reflection of personality and role models. Indirect influence, discipline, and professionalism become a good moderating variable in this study. Human capital can improve performance and encourage an increase in teacher discipline and professionalism, leading to improved teacher performance. [ABSTRACT FROM AUTHOR]

This study aimed to determine and analyze the influence of Human Resource (HR) competence and compensation on job satisfaction through excellent service at Lagaligo Hospital I, East Luwu Regency. This research was conducted at Lagaligo Hospital I, East Luwu Regency, using a causality design with a quantitative approach. The population of this study were all employees at Lagaligo Hospital I, East Luwu Regency, as many as 327 people. Sampling using simple random sampling technique, the final sample used was 120 people. Data were collected through observation, questionnaires, interviews, and documentation--data analysis using path analysis. The results showed that the provision of compensation is essential in increasing job satisfaction, which is indicated by the hospital management's ability to manage fair and proportional compensation. In addition, the competence of human resources is also an essential factor in increasing the level of employee satisfaction. Excellent service also influences job satisfaction where employees and health workers carry out their assigned tasks prioritize transparency and participation, meaning that the services they provide can provide satisfaction for themselves and patients as consumers. For an indirect effect, the competence of human resources can improve excellent service and then achieve job satisfaction. [ABSTRACT FROM AUTHOR]

This study aims to analyze the role model of the bureaucracy and the implementation of educational policies on organizational performance, which is mediated by the service quality variable by employees and teachers at public Junior High Schools in Mamuju Sub-district, Mamuju Regency. This research was conducted at a public Junior High School in Mamuju Sub-district, Mamuju Regency, for three months. This research is quantitative research with data collection using questionnaires. Data analysis was performed using SPSS 22 with multilevel regression analysis. Sources of data in this study are informants, scientific journals and books related to research variables. The results of the survey show that: 1) The role of the bureaucracy has a positive and significant impact on service quality; 2) The implementation of education policies have a positive and significant impact on service quality; 3) The role of bureaucracy has a positive and significant effect on organizational performance; 4) The implementation of education policies have a positive and significant impact on organizational performance; 5) Service quality has a positive and significant effect on organizational performance; 6) The role of the bureaucracy has a positive and significant impact on organizational performance through service quality, and 7) The implementation of education policies have a positive and significant impact on organizational performance through service quality. [ABSTRACT FROM AUTHOR]

This type of research is a type of quantitative research that using a cross-sectional approach. This study uses the Non- Probability Sampling technique using purposive sampling, with a total sample of 125 respondents. The analysis method used in this research is Path Analysis. The results showed 1) The influence of the digital marketing variable on customer satisfaction is positive and significant. The regression coefficient value β1 = 0.137 with a significance level of 0.00 means significant (Sig <0.05). t-count 3,712> t-table 1,657. 2) The influence of the variable customer Perceived value on customer satisfaction is positive and significant. The regression coefficient value β2 = 0, 293 with a significance level of 0.03 which means significant (Sig <0.05). t-count value 2,913> t-table 1,657. 3) The influence of digital marketing variables on customer loyalty is positive and significant. The regression coefficient value β3 = 0.248 with a significance level of 0.00 means significant (Sig <0.05). t-count 2.564> t-table 1.657. The influence of the variable customer perceived value on loyalty is positive and significant. The regression coefficient value β4 = 0.431 with a significance level of 0.00 means significant (Sig <0.05). t-count value 3.333> t-table 1.657. 5) The influence of the customer satisfaction variable on customer loyalty is positive and significant. The regression coefficient value β5 = 0.394 with a significance level of 0.03 means significant (Sig <0.05). t-count 3.032> t-table 1.657. The influence of digital marketing variables through customer satisfaction on customer loyalty is positive and significant. Based on the Sobel test, the value of the r count of the indirect effect of digital marketing (X1) on customer loyalty (Y2) through customer satisfaction (Y1) is 3.1954. It is greater than r-table = 1.979. The effect of the variable customer perceived value through customer satisfaction on customer loyalty is positive and significant. Based on the Sobel test, the value of the r count of the indirect effect of Customer Perceived Value (X2) on customer loyalty (Y2) through customer satisfaction (Y1) is 4.5264. It is greater than the r-table 1.979. [ABSTRACT FROM AUTHOR]

Performance is a benchmark in determining an institution's excellent or flawed condition, both government and private institutions. Performance is measured in various models and aspects, such as culture, economy, politics, etc. This research was conducted at the Department of Energy and Mineral Resources (ESDM) office of South Sulawesi Province. It was carried out for 2 (two) months, starting from June 2020 to August 2020. The population in this study were all employees based in the Provincial ESDM Office South Sulawesi, with a population of 117 employees where the sampling technique used saturated sampling. The method of collecting data was done by interview, questionnaire (questionnaire), and observation, while data analysis used path analysis. The results showed that: 1) The effect of information quality on the quality of supervision showed significant results with a path coefficient of 0.492 (positive) ; 2) The effect of information quality on employee performance also shows significant results with a path coefficient of 0.331 (positive) ; 3) The effect of service quality on the quality of supervision shows significant results with a path coefficient of 0.251 (positive) ; 4) The effect of service quality on employee performance also shows significant results with a path coefficient of 0.377 (positive) ; 5) The effect of the quality of supervision on employee performance shows a significant result with a path coefficient of 0.471 (positive) ; 6) The effect of information quality on employee performance through mediation of the quality of supervision shows significant results with a path coefficient of 0.176 (positive) ; and 7) The influence of service quality on employee performance through mediation of quality supervision also shows significant results with a path coefficient of 0.102 (positive). [ABSTRACT FROM AUTHOR]