This research aims to (1) analyze the influence of situational leadership on good governance and performance, (2) analyze the influence of commitment on good governance and performance, (3) analyze the influence of competence on good governance and performance, (4) analyze the influence of good governance on performance, and (5) analyze the influence of situational leadership, commitment, and competence on performance, mediated by good governance. The research method used was quantitative research. The research object is the South Sulawesi Regional Police personnel. The results of this research show that 1) situational leadership has a positive and significant effect on good governance and the performance of the national police personnel at the South Sulawesi Regional Police; 2) commitment has a positive and significant effect on good governance and the performance of the national police personnel at the South Sulawesi Regional Police; 3) competence has a positive and significant effect on good governance and performance; 4) good governance has a positive and significant effect on performance; 5) good governance can mediate the influence of situational leadership and competence on performance but cannot mediate commitment to performance. The findings of this research suggest that by implementing good governance, it can serve as a moral compass to enhance the ethical standards within the police force. This includes improving service ethics, institutional ethics, and community ethics. This will lead to the optimal execution of police duties and responsibilities. The novelty of this research is that previous researchers focused only on the influence of situational leadership, commitment, and competence on performance and did not touch on good governance as a mediator. Good governance has not been widely studied as a mediating variable; therefore, the researchers use good governance as a mediator. Keywords: situational leadership, commitment, competence, good governance, performance. DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.62.75

This research is a development of the role of knowledge management, transformational leadership and Employee Engagement on the performance of Honorary Teachers from elementary to high school levels in the city of Makassar. The number of respondents who contributed to filling out the questionnaire during this research was 295 with locations of service as teachers divided into several schools in Makassar. Knowledge management is an important thing because its implementation requires follow-up from both parties, namely the organization and the teachers themselves, so it is very interesting to see this phenomenon occur. While transformational leadership is considered an elegant leadership model and is suitable in several types of organizations, this requires further proof. Meanwhile, employee engagement is an interesting issue because the composition of workers in the world of work today has entered various types of generations whose work culture has a different work perspective from previous generations. This research is a quantitative approach using SmartPLS 3.2.9 software. as a tool for managing existing data. The results of the research show that in terms of direct and indirect influence, all independent and dependent variables have an influence and are significant, while the role of the transformational leadership variable as a moderator of the relationship between knowledge management and performance is not able to strengthen this relationship. Based on this research, it can be said that the important role of knowledge management, transformational leadership and employee engagement of every honorary teacher can actually encourage good performance, so it is important to manage this matter well, existing knowledge, the right leadership model and the teacher's sense of attachment to the teacher. Organization and work.

This research investigates whether and how empowerment leadership and talent management influence the mediator variables (employees’ job satisfaction) in the organization context. It also examines how the mediators should influence employees’ job performance. 575 employees were recruited for a survey study, and Structural Equation Modeling was used to test the research hypotheses. The empirical results indicate that empowerment leadership and talent management have significant and positive effects on employees’ job satisfaction. Furthermore, employees’ job satisfaction has partial mediators between predictors variables to employees’ job performance.

The study collected primary data from 131 respondents via questionnaires and used the entire population as a sample. The study lasted three months, from April to June 2021. Structural Equation Modeling (SEM) was used to analyze the data. The findings of this study indicate that: (1) motivation is positively influenced by leadership, organizational culture, and competence. (2) While leadership has a positive but not statistically significant effect on performance, organizational culture, competence, and motivation all have a positive and statistically significant impact on performance. (3) While leadership and competence have a positive and significant effect on motivational performance, organizational culture has a positive but insignificant effect on motivational performance. This means that while leadership and competence have been shown to increase the motivation of the State Civil Apparatus, leadership alone has not been shown to increase performance, while good organizational culture, competence, and motivation have been shown to increase performance. On the other hand, leadership and competence have been shown to increase performance through motivation, whereas organizational culture, competence, and motivation have been shown to increase performance.

This research aims to analyze the influence of leadership styles. competence, work discipline and responsibility for work motivation and lecturer performance at universities in Sorong West Papua. The methods used in this study are quantitative research methods with correlational approaches. The sample used as many as 234 lecturers with simple random sampling techniques. Data analysis using SEM (Structural Equation Model) with Lisrel 8.80 program. Theresults showed that partially leadership styles, competencies, and responsibilities were influential and significant to the motivation of lecturers at universities in Sorong West Papua. While the discipline of work has no significant effect on work motivation. Partially leadership style, competence, work discipline and responsibility have a significant effect on the performance of lecturers at universities in Sorong West Papua. The results also found that work motivation can mediate the relationship between leadership style, competence, work discipline and responsibility with lecturer performance. at analyzing and explaining the influence of transformational leadership on job motivation, job satisfaction, employee performance and service quality. A sample of 205 respondents used the Structural Equation Modeling - Partial Least Square (SEM-PLS) method. The results showed that leadership styles have a significant effect on employee motivation and performance. The results of this study support research conducted by Algazho & Al-Anazi (2016), Sugini et al. (2018), Astuti, Fitria & Rohana (2020) which states that leadership styles have a significant influence on work motivation.

Penelitian ini bertujuan untuk mengetahui Pengaruh Investasi, Inflasi Dan Tenaga Kerja Terhadap Pertumbuhan Ekonomi. Hipotesis penelitian menggunakan basis teori/konsep, didukung oleh penelitian-penelitian sebelumnya yang mempunyai kesamaan variabel. Penelitian ini dilakukan di Kota Parepare. Jenis data yang digunakan adalah data Sekunder. Data yang dianalisis dalam penelitian ini sebanyak 10 tahun. Menggunakan teknik statistik deskriptif dan regresi data linear berganda berbantuan Eviews untuk analisis data. Hasil penelitian menemukan bahwa Investasi berpengaruh positif dan signifikan terhadap Pertumbuhan Ekonomi di Kota Parepare, Inflasi berpengaruh negatif dan signifikan terhadap Pertumbuhan Ekonomi di Kota Parepare. Tenaga Kerja berpengaruh positif dan signifikan terhadap Pertumbuhan Ekonomi di Kota Parepare.

The purpose of this study was to analyze the influence of intelligence, local wisdom, and organizational, culture on organizational commitment, to analyze the influence of potential intelligence, local wisdom and organizational culture on performance, to analyze the effect of organizational commitment on performance, and to analyze the influence of potential intelligence, local wisdom, and culture. The organization through an organizational commitment to performance. The research was carried out at the Wajo District Government with a population of 5,991 employees from 11 SKPD and set a sample of 375 people as respondents based on the Slovin formula. The questionnaire results were analyzed using the Structural Equation Model using AMOS 18 assistance. The results found that organizational culture had a negative and insignificant effect on employee performance. This indicates that the indicators of organizational culture in the form of integrity, identity, responsibility, discipline, and results in orientation are considered to be improved and enhanced in obtaining the realization of work results by employee performance achievements. The organizational culture that has a negative and insignificant effect does not mean that organizational culture is not implemented, but the meaning of the values, rules, and principles of the founders of the organization has undergone a shift to make changes towards achieving work results orientation in supporting employee performance improvement. Without ignoring other variables, namely intelligence, local wisdom, and commitment to performance.

Penelitian ini dilakukan dengan bertujuan untuk mengetahui: (1) pengaruh dari gaya kepemimpinan terhadap kinerja karyawan, (2) pengaruh dari motivasi terhadap kinerja karyawan, (3) pengaruh dari kepuasan kerja terhadap kinerja karyawan. Populasi dalam penelitian ini sebanyak 46 pegawai PT. TASPEN (Persero) Makassar dengan teknik pengambilan sampel menggunakan sampel jenuh. Alat analisis yang digunakan adalah regresi linier berganda dengan terlebih dahulu diuji dengan uji validitas dan reliabilitas. Hasil penelitian ini menunjukkan bahwa : (1) pengaruh kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan , (2) pengaruh motivasi berpengaruh positif dan signifikan terhadap kinerja karyawa.(3) pengaruh kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Hal ini berarti bahwa kepemimpinan seperti memberikan motivasi dan kepuasan kerja terhadap kinerja karyawan, dimana motivasi memiliki menyebabkan, menyalurkan, dan mendukung perilaku manusia, supaya mau bekerja giat dan antusias mencapai hasil yang optimal, sehingga kepuasan kerja harus diciptakan sebaik-baiknya supaya moral kerja, dedikasi, kecintaan dan kedisiplinan pegawai dapat meningkat, dan kinerja karyawan dapat menyempurnakan sesuai dengan tanggung jawabnya dengan hasil seperti yang di harapkan. Berdasarkan hal di atas maka karyawan memiliki peran yang strategis di dalam perusahaan, karena pegawai adalah penggerak utama dalam suatu proses kegiatan serta menentukan kelancaran aktivitas di dalam perusahaan.

Penelitian ini bertujuan untuk mengetahui dan menganalisis: pengaruh kemampuan, loyalitas dan kepuasan kerja terhadap kinerja pegawai di Kantor DPRD Provinsi Sulawesi Selatan. Pendekatan penelitian ini menggunakan penelitian kuantitatif. Penelitian dilakukan pada Kantor DPRD Provinsi Sulawesi Selatan. Waktu penelitian dilakukan mulai bulan September 2020. Metode pengumpulan data pada penelitian ini yaitu dengan membagikan kuesioner kepada responden. Populasi penelitian adalah seluruh pegawai Kantor DPRD Provinsi Sulawesi Selatan yang berjumlah 259 orang. Pemilihan sampel dalam penelitian yaitu menggunakan rumus slovin sehingga sampel dalam penelitian ini adalah 92 pegawai. Teknik analisis yang digunakan dalam penelitian ini adalah uji validitas, uji reliabilitas, uji regresi berganda, uji hipotesis, dan uji koefisien determinasi. Hasil penelitian ini menunjukkan bahwa: 1) Terdapat pengaruh antara kemampuan dengan kinerja pegawai di Kantor DPRD Provinsi Sulawesi Selatan, 2) Terdapat pengaruh antara loyalitas dengan kinerja pegawai di Kantor DPRD Provinsi Sulawesi Selatan, 3) Terdapat pengaruh antara kepuasan kerja dengan kinerja pegawai di Kantor DPRD Provinsi Sulawesi Selatan, 4) dan terdapat pengaruh antara kemampuan, loyalitas, dan kepuasan kerja dengan kinerja pegawai di Kantor DPRD Provinsi Sulawesi Selatan. Besar pengaruh kemampuan, loyalitas dan kepuasan kerja terhadap kinerja pegawai adalah 94,1%. Hal ini membuktikan bahwa dengan kemampuan yang dimiliki pegawai maka pegawai akan memiliki kinerja yang baik. Jika kantor DPRD Provinsi Sulawesi Selatan memperlakukan pegawai dengan baik maka pegawai tersebut akan merasa puas bekerja sehingga mereka akan menjadi pegawai yang loyal.

Penelitian ini dilakukan dengan tujuan untuk: (1) mengetahui pengaruh sektor pertanian terhadap pertumbuhan ekonomi kabupaten selayar; (2) mengetahui pengaruh sektor pariwisata terhadap pertumbuhan ekonomi kabupaten selayar;(3) mengetahui pengaruhsektor keuangan terhadap pertumbuhan ekonomi kabupaten selayar. Penelitian ini menggunakan data sekunder atau data realisasi tahunan dari 2008-2017. Penelitian di lakukan bulan agustuss.d September 2019. Data di analisis menggunankan program aplikasi SPSS. Hasil penelitian menunjukkan bahwa: (1) sektor pertanian memiliki pengaruh positif dan signifikan terhadap pertumbuhan ekonomi kabupaten selayar; (2) sektor pariwisata memiliki pengaruh positif dan tidak signifikan terhadap pertumbuhan ekonomi kabupaten kepulauan Selayar; (3) sektor keuangan memiliki pengaruh positif, dan signifikan terhadap pertumbuhan ekonomi kabupaten selayar. Hal ini berarti bahwa pengaruh dari ketiga sektor tersebut terhadap pertumbuhan ekonomi masih bersifat fluktuatif, karena masing-masing sektor memiliki hasil maupun pendapatan yang berbeda-beda setiap tahunnya. Sehingga berdampak pada peningkatan maupun penurunan pertumbuhan ekonomi.

: The purpose of this study is to analyze and determine the effect of competence on performance through job satisfaction and to determine the effect of motivation on performance through employee job satisfaction at BhayangkaraMakassar Hospital. Respondents in this study were 300 employees and the method of analysis used to determine the effect of variables is a structural model with the Partial Least Square (PLS) approach.The results showed that competence had an indirect effect on performance through employee job satisfaction of 11.2% and motivation had an indirect effect on performance through employee job satisfaction of 26.4%.There is a need to increase competence in terms of knowledge, ability and skills to be able to improve quality services that are of a national standard and to provide fair and just remuneration in accordance with the work performed. So that it will increase employee commitment and motivation. ---------------------------------------------------------------------------------------------------------------------------------------Date

The Republic of Indonesia Ministry of Health (KEMENKES RI) is a government institution that serves to oversee and provide solutions to the health problems of all Indonesians. KEMENKES RI leadership training is also one of the steps taken as an internal effort of KEMENKES in the quality of human resources. The development of existing technology can be used as a supporting device in achieving the desired results. Revolution 4.0 is the basis used in decision making so that more knowledge is needed in the form of increasing competence based on information technology. The purpose of this study was to determine the effect of education and leadership training in the era of industrial revolution 4.0 on employee creativity. The research conducted at the Ministry of Health of the Republic of Indonesia uses a case study method. To be the sample, 168 employees of the Ministry of Health of the Republic of Indonesia were chosen through simple random sampling from 289 populations. This study found that there is a positive direct effect of education and leadership training in the era of industrial revolution 4.0 on employee creativity. This study concludes that employee creativity is positively influenced by education and leadership training. Therefore, to maintain employee creativity, organizations must implement leadership education and training. Finally, it was concluded that leadership education and training must be considered in producing better employee creativity

In order to develop the quality of human resource in agriculture, a presence of agricultural extension workers – who were professional, creative, innovative, dan have global insight – in performing a agricultural extension that productive, effective, and efficient. The performance of agricultural extension workers had a strategic position in agricultural development. Thus, they had a lot of variety in job. The ability to perform their job were influenced by both internal and external factors. The internal factors include the characteristic of agricultural extension worker, educational background, and working experience that formed their behaviour. The external factors such as wages or rewards and career promotion of agricultural extension worker. When the rewards can meet their needs, a high level of task variety could be done. It is also expected that if the career or functional position being promoted, the performance of agricultural extension worker would also increase. Hence, career promotion may have influence to agricultural extension worker’s performance. The purposes of this research were to analyse both the direct and indirect impact of task variety, reward, and career promotion to performance. The research conducted through survey using interview and fill up questionnaire. Using the design of structural equation model of factors that influence the performance of agricultural extension worker, the data was analysed using model Structural Equation Models (SEM) with software Smart PLS 3.2.7 ver. Results of the research was: (1) there were a direct impact of task variety to performance, and indirect impact through career promotion and reward; (2) there were a direct impact of career promotion to performance, and indirect impact through task variety and reward; (3) there were a direct impact of reward to performance, and indirect impact through task variety and career promotion.

This study aims to analyze the leadership style effect on job satisfaction, the leadership style effect on performance, the job satisfaction effect on performance and the leadership style through job satisfaction effect on performance. The results of the regression analysis show the equation: Y1 = 0.740X and Y2 = 0.226X + 0.601Y1. The path analysis results show the equation, Y2 = 0.671X. Hypothesis test results indicate that the leadership style has a significant positive effect on job satisfaction, the leadership style has a significant positive effect on performance, the job satisfaction has a significant positive effect on performance and the leadership style through job satisfaction significant positive effect on performance. Keywords: Leadership style, job satisfaction, performance.

This study aims at investigating the factors that influence Bank Mandiri employees' turnover intention including work environment, stress, and job satisfaction. This research is expected to be able to find a solution to the problem of increasing turnover intention which could lead to serious problems. The study uses a quantitative method with the Path Analysis model and the resulted model analyzes both direct effect and indirect effects of independent variables on dependent variable. The sample size includes 100 employees of Mandiri Bank who were selected from a population of 430 employees based on purposive random sampling technique. The findings of this research indicate that, work environment had a positive and significant effect on job satisfaction. Second, stress had a neg-ative and significant effect on job satisfaction. Third, work environment had a negative and significant effect on turnover intention. Fourth, stress had a positive and significant effect on turnover intention. Fifth, job satisfaction had a negative and significant effect on turnover intention. Based on these results, work environment, stress, and job satisfaction can be policy tools to reduce turnover intention, which can lead to a decrease in real turnover at Mandiri Bank.

The purpose of this study is to explain the effect of competence, motivation and workdiscipline on culture; to know and explain the effect of competence, motivation andwork discipline on honorary teacher performance; to know and explain the effect ofwork culture on honorary teacher; and knowing to explaining the effect of competence,motivation and work discipline as a mediates work culture on honorary teacherperformance on elementary school teachers in Makassar City. The study was conductedin elementary schools with a population of elementary school honorary teachers whohad a Limited duration contract in 8 sub-districts in Makassar City totaling 1,495people. A sample of 317 respondents used the Slovin formula. The data from thequestionnaire were analyzed using the Structural Equation Model using AMOS 18. Theresults of the study found that the work competence, motivation and discipline directlyhad a positive and significant effect on teachers work culture. Work competence,motivation discipline directly has a positive and significant effect on honorary teacherperformance. Teachers work culture directly has a positive and significant effect onhonorary teacher performance. The three exogenous variables (competence, workdiscipline and work motivation) have a significant positive effect on honorary teacherperformance as a mediating role of teacher's work culture

This study was conducted to find out the information about the effect of emotional intelligence, quality of work life, and stress on job satisfaction and turnover intention among the employees of IPC Port Equipment in Indonesia. The study uses a sample of 175 employees from headquarter and 11 branches of IPC Port Equipment. The empirical testing indicated that both emotional intelligence and quality of work life have positive effect on job satisfaction and have negative effect on turnover intention; stress has negative effect on job satisfaction and has positive effect on turnover intention; job satisfaction has negative effect on turnover intention.

The purpose of this study was to study the effect of level III leadership training, creativity and task commitment on employee performance. The research process was carried out at the Ministry of Health of the Republic of Indonesia using a case study method. The study sample was 168 employees of the Ministry of Health of the Republic of Indonesia who were selected by simple random sampling from 289 populations. The findings are: (1) there is a positive direct effect of level III leadership training on employee performance, (2) there is a positive direct effect of creativity on employee performance, (3) there is a positive direct influence on task commitment to employee performance, (4) direct influence positive level III leadership training on creativity, (5) there is a positive direct influence on task commitment to creativity. Referring to these findings, researchers can conclude that employee performance is positively influenced by level III leadership training, creativity and task commitment. Therefore, to maintain employee performance, organizations must implement level III leadership training, creativity and task commitment. Finally, it was concluded that level III leadership training, creativity and task commitment must be considered in producing employee performance.

The purpose of this research is to study the influence of the culture of the organization, knowledge sharing and employee engagement to the employee work innovation at health social security organizing body. This research was used in the study a method of of a quantitative approach to get the information the influence of a number of the independent variable to dependent variable obtained through the analysis techniques (the path of the analysis). Percent of the population of this research are the whole of population at health social security organizing body at central office as many as 543 employees, use of slovin formula. So the large number of samples to be taken in this research was there were a total of 230 on permanent employee and which already will become nothing other than as an object represent a population that is in health social security organizing body the headquarters. This result from this research indicates that; 1) The organization culture a direct impact positive to the work employees innovation, 2 ) knowledge sharing a direct impact positive to the work employees innovation. 3) employee engagement a direct impact positive to the work employees innovation. 4) The organization culture a direct impact positive to the employee engagement. 5) Knowledge sharing a direct impact positive to the employee engagement. 6) The organization culture a direct impact positive to the knowledge sharing. As a result the increase of the work employees innovation could be achieved if there is a major impact of culture organization, knowledge sharing and employee engagement.

This study is a survey study and implemented in 335 employees working the parent implementation units and all units implementing the state-owned electricity company PT. Perusahaan Listrik Negara (Persero) Region of South and West Sulawesi. Result Analysis of a Moment Structures (AMOS) provides evidence that leadership, compensation, organizational culture, and emotional intelligence and significant positive effect on job satisfaction. Other test results show that leadership, compensation, organizational culture, and emotional intelligence and significant positive effect on employee performance. Testing indirect effects provide evidence that leadership, compensation, organizational culture, and emotional intelligence positive and significant effect on the performance of employees through job satisfaction as variable. An intervening recently disclosed results that job satisfaction has a direct positive influence and significant impact on employee performance. The coefficient effects (direct effect) leadership, compensation, organizational culture, and emotional intelligence on employee performance are positive. Coefficient of indirect effects (indirect effects) exogenous variables on the performance of employees through job satisfaction is positive effect. The total effect is the sum of the direct and indirect effect through job satisfaction obtained a positive value, which means that there is the effect of the direct effects and the indirect effects of exogenous variables on performance through employee satisfaction