This study investigates the influence of artificial intelligence (AI) implementation on recruitment outcomes, focusing on the mediating role of candidate experience and the moderating effects of trust in AI and organizational culture. Using a quantitative research design, data were collected from human resource (HR) professionals across various industries in Indonesia. The results reveal that AI implementation positively affects candidate experience and the quality of hires, with candidate experience as a significant mediator in these relationships. Trust in AI is found to play a dual role, both directly influencing candidate experience and quality of hires and moderating the relationship between AI implementation and candidate experience. Organizational culture, particularly an innovation-oriented culture, strengthens the impact of AI implementation on candidate experience. The study contributes to the theoretical understanding of candidate experience as a higher-order construct and highlights the importance of trust and cultural alignment in AI-driven recruitment. Practical implications emphasize the need for transparent AI systems, regular feedback, and fostering an innovation-oriented culture to enhance recruitment outcomes. Limitations include the cross-sectional design and the focus on a single country, suggesting opportunities for future research to explore longitudinal effects and cross-cultural comparisons.

In Indonesia's tourism industry, where workforce diversity is high and service excellence is essential, the urgency to implement inclusive and equitable workplace practices is increasingly critical. Many tourism businesses still struggle to translate diversity, equity, and inclusion (DEI) efforts into meaningful employee outcomes, creating a pressing need for empirical investigation. This study aims to examine the influence of Diversity, Equity, and Inclusion on employee engagement and organizational commitment, incorporating psychological safety as a mediating variable and leadership style as a moderating variable. A quantitative research design was adopted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). Data were collected through purposive sampling from 350 employees in hotels, travel agencies, and hospitality services across Indonesia, all with at least one year of experience in the tourism sector. The analysis confirms that Diversity, Equity, and Inclusion significantly enhances employee engagement and commitment. Psychological safety serves as a robust mediator, while leadership style significantly strengthens these relationships. Furthermore, both engagement and commitment positively affect employee retention. The study’s novelty lies in modeling Diversity, Equity, and Inclusion as a higher-order construct and empirically testing its indirect and interaction effects in the context of Indonesia's tourism industry. These findings make theoretical contributions to the Diversity, Equity, and Inclusion literature and provide practical insights for promoting inclusive workplace policies that foster long-term workforce stability.

This research investigates the impact of work motivation, digital competence, and the work environment on the performance of employees at the South Sulawesi Provincial DPRD Secretariat. Employing a quantitative methodology, the study gathered data through questionnaires distributed to 78 respondents, comprising ASN staff, contract employees, and outsourced workers. The data were analyzed using multiple linear regression techniques, revealing that all independent variables significantly and positively affected employee performance. Digital competence is the most dominant variable, with a contribution of 44%. Each increase of one unit in digital competence has the potential to increase employee performance by 4.04 units. This is supported by the implementation of a digital system that facilitates data management and increases work efficiency. Indicators of data access and use of digital tools are the main contributions in this variable. Work motivation also has a significant effect on performance, especially on indicators of physical, social and self-actualization needs. When basic needs such as salary and facilities are met, and opportunities for potential development are available, employee motivation increases which has an impact on their productivity. The work environment is a key factor in fostering a productive and supportive workplace atmosphere. Indicators of effective communication and a comfortable work atmosphere are the main drivers. Good communication between employees and superiors helps reduce obstacles in completing tasks. In conclusion, developing digital competencies, fulfilling work motivation, and creating a supportive work environment are the main strategies for improving employee performance.

This study investigates the influence of high-involvement HRM (HI-HRM) practices on innovative work behavior (IWB) in Indonesia's tourism sector, focusing on functional flexibility (FF) as a mediator and digital competency as a moderator. Grounded in the Ability-Motivation-Opportunity (AMO) framework, it explores how ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices shape employee adaptability and innovation. A quantitative approach was employed, collecting data from 300 employees across various tourism segments, with analysis conducted using structural equation modeling. Results confirm that HI-HRM practices positively affect IWB through FF, while digital competency significantly strengthens these relationships. The study provides both theoretical contributions by integrating digital competency into the HRM framework and practical implications for enhancing workforce innovation in the rapidly evolving tourism industry. Managers are encouraged to implement comprehensive HRM strategies and prioritize digital skills training to foster adaptability and maintain competitiveness in Indonesia's dynamic tourism landscape.

This study investigates the barriers to women's economic empowerment in sustainable tourism in East Nusa Tenggara, Indonesia. Using a hybrid qualitative design, it integrates expert consensus through the Delphi method, stakeholder prioritisation via Q-Sort, and thematic analysis of qualitative responses. The findings reveal five core barriers: financial exclusion, limited skills and training, institutional invisibility, gendered cultural norms, and divergent perspectives between policymakers and local actors. Interpreted through intersectionality theory, institutional theory, the capability approach, and social capital theory, the results highlight how structural and institutional conditions intersect to restrict women's agency. The study contributes to the literature by grounding theoretical analysis in local realities and identifying gaps between formal empowerment efforts and lived experiences. Policy recommendations emphasise the need for inclusive financial instruments, context-sensitive training, and participatory governance. This research advances the understanding of gendered exclusion in tourism and offers practical insights for designing equitable, community-based development interventions.

This study aims to analyze the role of digital marketing strategies in increasing customer loyalty in the e-commerce industry. In the rapidly evolving digital era, e-commerce companies are increasingly relying on technology to strengthen customer relationships and build long-term loyalty. This research highlights several key factors, such as personalization of marketing messages, digital technology-enabled loyalty programs, active interaction through digital platforms, as well as smart use of customer data. In addition, active interaction through social media and chatbots facilitates real-time communication, which increases customer satisfaction and their loyalty. The use of customer data allows companies to understand customer behavior and preferences, so they can tailor the customer experience more effectively. This study aims to analyze the role of digital marketing strategies in increasing customer loyalty in the e-commerce industry. In the rapidly evolving digital era, e-commerce companies are increasingly relying on technology to strengthen customer relationships and build long-term loyalty. This research highlights several key factors, such as personalization of marketing messages, digital technology-enabled loyalty programs, active interaction through digital platforms, as well as smart use of customer data. Personalization of marketing strategies can improve message relevance and customer experience, while digital loyalty programs provide incentives that drive engagement and strengthen customer relationships. In addition, active interaction through social media and chatbots facilitates real-time communication, which increases customer satisfaction and their loyalty. The use of customer data allows companies to understand customer behavior and preferences, so they can tailor the customer experience more effectively.

This research aims to analyze the effect of communication skills and compensation on performance through Work Satisfaction and subjective well-being of mental hospital nurses in South Sulawesi. The research was conducted at RSKD Dadi and involved 100 field samples using a saturated sampling technique. Data were analyzed using structural equation models (SEM) with the SmartPLS4 analysis tool. The research results prove that, directly, Communication skills and compensation have a positive and significant effect on Work Satisfaction; Communication skills and compensation have a positive and significant effect on subjective well-being; Work Satisfaction, communication skills, and subjective well-being have a positive and significant effect on performance; while compensation has no effect on performance. Indirectly, communication skills and compensation have a positive and significant effect on performance through Work Satisfaction; Communication skills and compensation have a positive and significant effect on performance through subjective well-being. In this latest research, it was found that nurses who can improve their communication skills will increase their Work Satisfaction and subjective well-being, so that their performance will also increase.

This study aims to analyze and prove the influence of Technology Orientation and Human Capital on Business Performance through Innovation in Culinary MSMEs in Makassar City. This research involved 140 samples, the research sample was taken using a purposive sampling technique whose magnitude was determined through the Hair method. The data was analyzed using a structural equation model (SEM) with the Smart-PLS4 analysis tool. The results of this study prove that (1) Technology Orientation has no effect on business performance (2) Human resource capital has an effect on business performance (3) Technology Orientation has no effect on innovation (4) Human resource capital has an effect on innovation (5) Innovation has an effect on business performance (6) Technology orientation has no effect on business performance through innovation (7) HR capital has an effect on business performance through innovation. This study found that technology orientation has no direct effect on performance and also does not affect indirectly through innovation, this proves that the technology orientation in this study is proven to still not be implemented as an innovation support by Culinary MSME actors in Makassar City so that this does not affect business achievements significantly.

This study aims to determine and analyze the effect of competence and soft skills on teacher performance through teacher creativity at MAN Malakaji Gowa. The research approach used a quantitative approach. The researcher used a saturated sampling technique sample, with a sample size of 60 teachers. Sources of data used in this study are primary data and secondary data. The data was obtained using a questionnaire distributed directly to the respondents. Analysis and processing of data in this study using descriptive analysis using SPSS. This research concluded that the results of the partial test of competence and soft skills had a positive and significant effect on teacher creativity. Competence and Soft Skills contribute to teachers' creativity by 60.40%. Partially competence, soft skills, and creativity of teachers positively and significantly affect teacher performance. The contribution of competence, soft skills, and teacher creativity to teacher creativity is 70.4%. In addition, teacher creativity also has a positive and significant effect on teacher performance. Furthermore, from the results of the indirect influence research, competence and soft skills have a positive and significant effect on teacher performance which is mediated by teacher creativity.

Sangat pentingnya kontribusi SDM sebagai salah satu faktor pendukung kesuksesan organisasi amat disadari oleh para pimpinan puncak organisasi Aparatur penyelenggara keamanan negara mempunyai peran yang sangat menentukan terhadap keberhasilan dan mendukung pelaksanaan tugas umum pemerintah serta membangun tugas-tugas pelayanan kepada masyarakat. Penelitian ini dilakukan dengan tujuan untuk mengetahui dan menganalisis Pengaruh Komunikasi, Kompetensi dan Beban Kerja Terhadap Kinerja Personil POLRESTA Mamuju. Penelitian ini menggunakan pendekatan kualitatif dan kauntitatif dengan mencari hubungan (pengaruh) sebab dan akibat variabel independen terhadap dependen. Populasi dan sampel dalam penelitian ini adalah personil yang ada di Polresta Mamuju sebanyak 36 orang. Hasil penelitian ini menunjukkan bahwa komunikasi (X1) dengan thitung 2.193 > ttabel 2.036 dan tingkat signifikan lebih kecil dari 0,05 (sig = 0,036 < 0,05), maka dapat dikatakan komunikasi (X1) berpengaruh positif dan signifikan, kompetensi (X2) dengan thitung 2.356 > ttabel 2,036 dan tingkat signifikan lebih kecil dari 0,05 (sig = 0,025 < 0,05), maka dapat dikatakan kompetensi (X2) berpengaruh positif dan signifikan. beban kerja (X3) dengan thitung 3.872 > ttabel 2,036 dan tingkat signifikan lebih kecil dari 0,05 (sig = 0,001 < 0,05), maka dapat dikatakan beban kerja (X3) berpengaruh positif dan signifikan. Hasil F hitung sebesar 89.283 > F tabel yaitu 2,90 dengan nilai probabilitas 0,000 yang berarti di bawah nilai signifikan 0,05. Kata Kunci: Komunikasi, Kompetensi, Beban Kerja dan kinerja

Purpose This paper aims to investigate how extrinsic and intrinsic religiosity influences the mediator variables, such as consumers’ brand image and materialism in the Indonesian banking sector (e.g. conventional and Islamic). It also examines how mediators influence consumers’ preferences. Design/methodology/approach The sample consists of 575 bank consumers. The experiment method was used to test the research hypotheses through three studies. Findings The empirical results indicate that religiosity positively affects consumers' decision-making process, precisely when bank products are based on Islamic principles. Furthermore, consumers' brand image and materialism partially mediate religiosity and consumers’ preferences. Research limitations/implications This study was limited to Indonesian bank consumers. Therefore, future study is needed to analyze cross-region. Practical implications Bank managers and regulators need to enhance Islamic banks' products and services and the varying principle between conventional banks. They also need to enlighten consumers from the perspective of business and religiosity. Originality/value This study contributes to consumers’ behavior literature and the decision-making process of developing and testing a model of religious determinants of consumer preference toward bank products.

This study aims to analyze (1) the effect of transformational leadership on job satisfaction; (2) the effect of remuneration on job satisfaction; (3) the effect of work motivation on job satisfaction and work engagement; (4) the effect of job satisfaction against work engagement; (5) the effect of transformational leadership on work engagement; (6) the effect of remuneration on work engagement; and (7) the effect of motivation on work engagement. This study employed a quantitative approach using primary data from questionnaires of 258 respondents. The study was conducted from August to October 2023. The data were analyzed using structural equation modeling (SEM) with the help of Amos version 25 and SPSS version 25. The results show that 1) transformational leadership has a positive and significant effect on job satisfaction; (2) remuneration has a positive and significant effect on job satisfaction; 3) work motivation has a positive and significant effect on job satisfaction; 4) satisfaction has a positive and significant effect on job engagement; 5) transformational leadership has a positive and significant effect on job satisfaction; 6) Remuneration has no significant effect on job engagement; and 7) work motivation positively and significantly affects work engagement. Keywords: transformational leadership, remuneration, work motivation, job satisfaction, work engagement. DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.62.10

Penelitian ini bertujuan untuk: (1) menganalisis pengaruh motivasi kerja terhadap kinerja karyawan; (2) menganalisis kepuasan kerja dapat memoderasi hubungan antara motivasi kerja terhadap kinerja karyawan. Penelitian ini diperoleh menggunakan data primer dari wawancara langsung oleh beberapa responden disertai dengan observasi dan melalui survei sebanyak 94 responden karyawan Bank Mandiri Makassar sebagai sampel dari seluruh populasi dengan metode sampling incidental. Pengujian pada penelitian ini menggunakan uji validitas, uji reliabilitas, uji multikolinieritas, uji heteroskedastisitas, uji normalitas, dan uji linearitas, uji hipotesis regresi linier sederhana dan Moderated Regression Analysis. Hasil penelitian ini menunjukkan bahwa: (1) motivasi kerja berpengaruh postif dan signifikan terhadap kinerja karyawan. Hal ini dibuktikan melalui analisis regresi linier sederhana yang diperoleh nilai R Square sebesar 0,357, yang dapat diartikan bahwa besarnya pengaruh motivasi kerja terhadap kinerja karyawan adalah 35,7%. Hasil uji t statistik menghasilkan nilai signifikansi lebih kecil dari level of significant yaitu 0,000 < 0,05; (2) Kepuasan kerja dapat memoderasi murni (Pure Moderation) positif (memperkuat) pengaruh motivasi kerja terhadap kinerja karyawan. Hal tersebut dibuktikan melalui Moderated Regression Analysis yang memberikan nilai koefisien sebesar 0,072, yang dapat diartikan kepuasan kerja dapat memoderasi pengaruh motivasi kerja terhadap kinerja karyawan sebesar 7,2%. Hasil uji t statistik menghasilkan nilai signifikan lebih kecil dari level of significant yaitu 0,004 < 0,05. This study aims to: (1) analyze the effect of work motivation on employee performance; (2) analyzing job satisfaction can moderate the relationship between work motivation and employee performance. This research was obtained using primary data from direct interviews by several respondents accompanied by observation and through a survey of 94 respondents of Bank Mandiri Makassar employees as a sample of the entire population using the incidental sampling method. The test in this study uses the validity test, reliability test, multicollinearity test, heteroscedasticity test, normality test, and linearity test, simple linear regression hypothesis test and Moderated Regression Analysis. The results of this study indicate that: (1) work motivation has a positive and significant effect on employee performance. This is evidenced by a simple linear regression analysis which obtained the R Square value of 0.357, which means that the influence of work motivation on employee performance is 35.7%. The results of the t statistical test resulted in a significance value smaller than the level of significance, namely 0.000 <0.05; (2) Job satisfaction can pure moderate positive (strengthen) the effect of work motivation on employee performance. This is evidenced by the Moderated Regression Analysis which gives a coefficient value of 0.072, which means that job satisfaction can moderate the effect of work motivation on employee performance by 7.2%. The results of the t statistical test resulted in a significant value smaller than the level of significance, namely 0.004 <0.05.

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh Organizational Citizenship Behavior, Kecerdasan Emosional dan Budaya Organisasi terhadap Kinerja Pegawai Pada Dinas Komunikasi Informatika Statistik dan Persandian Provinsi Sulawesi Selatan. Penelitian ini menggunakan pendekatan kuantitatif. Metode penelitian yang digunakan dalam penelitian ini adalah analisis deskriptif dan analisis Partial Least Square (PLS) dengan jumlah sampel sebanyak 101 responden Pegawai Dinas komunikasi informatika statistik dan persandian Provinsi Sulawesi Selatan. Hasil penelitian ini menunjukkan bahwa 1) Organizational Citizenship Behavior (OCB) berpengaruh positif dan signifikan terhadap Kinerja Pegawai pada Dinas Komunikasi Informatika Statistik dan Persandian Provinsi Sulawesi Selatan. 2) Kecerdasan Emosional berpengaruh positif dan signifikan terhadap Kinerja Pegawai pada Dinas Komunikasi Informatika Statistik dan Persandian Provinsi Sulawesi Selatan. 3) Budaya Organisasi berpengaruh positif dan signifikan terhadap Kinerja Pegawai pada Dinas Komunikasi Informatika Statistik dan Persandian Provinsi Sulawesi Selatan.

Pekerja atau buruh merupakan bagian dari tenaga kerja yaitu tenaga kerja yang bekerja di dalam hubungan kerja, dibawah perintah pemberi kerja. Tujuan Penelitian ini menguji dan menganalisis secara empiris Pengaruh Kompetensi, Motivasi, Lingkungan Kerja terhadap Kepuasan Kerja, Pengaruh Kompetensi, Motivasi Lingkungan Kerja terhadap Kinerja Pekerja melalui kepuasan kerja. Desain penelitian ini Pendekatan penelitian yang dilakukan yaitu pendekatan kualitatif deskriptif dan kuantitatif. Jumlah Sampel 300 Pekerja. Metode analisis data yang digunakan dalam pengujian hipotesis adalah Structural Equation Modeling (SEM) AMOS. Hasil Penelitian bahwa kompetensi tidak berpengaruh terhadap kinerja melalui kepuasan pekerja proses panen padi pada kelompok tani di Kabupaten Pinrang tidak dapat memberikan hasil yang optimal kepada kelompok tani yang disebabkan kurang efesien, kualitas hasil kerja masih rendah, ketarampilan, penempatan posisi kerja. Hal ini terjadi karena kepuasan pekerja tidak adanya perbedaan upah yang diterima antara kompetensi yang dimiliki oleh pekerja, Motivasi pekerja memberikan pengaruh terhadap kinerja melalui kepuasan pekerja dimana dihargainya kinerja bila mencapai target baik jumlah maupun kualitas kerja yang telah ditetapkan oleh kelompok tani, hal ini menunjukkan kepuasan pekerja merasa puas dengan penghargaan yang diberikan atas hasil kerja, dan Lingkungan kerja berpengaruh terhadap kinerja melalui kepuasan pekerja dapat dijadikan parameter kepuasan pekerja. Lingkungan kerja berpengaruh terhadap kinerja pekerja dimana hasil yang diperoleh pekerja sangat optimal tidak terpengaruh oleh kondisi alam sedangakan pengaruh lingkungan kerja non fisik dapat meningkatkan kinerja atau hasil dengan kerjasama dan komunikasi yang baik.

Penelitian ini dilakukan dengan tujuan untuk menganalisis Pengaruh Self efficacy, Gaya Kepemimpinan Islam dan Kompensasi, terhadap Subjective well being dan Kinerja pada Karyawan BPR Syariah di Sulawesi Selatan. Penelitian ini menggunakan data Primer sebanyak 230 dari seluruh jumlah karyawan sebanyak 246 populasi. Dengan masa kerja minimal 1 tahun. Data dianalisis menggunakan Metode Partial Least Square (PLS). Hasil Penelitian menunjukan bahwa (1) Self efficacy berpengaruh positif dan signifikan terhadap kinerja karyawan; (2) Self efficacy berpengaruh positif dan signifikan terhadap Subjective well being; (3) Gaya kepemimpinan islam berpengaruh positif dan signifikan terhadap kinerja; (4) Gaya kepemimpinan islam berpengaruh positif dan signifikan terhadap Subjective well being; (5) Kompensasi berpengaruh positif dan signifikan terhadap Kinerja; (6) Kompensasi berpengaruh positif dan signifikan terhadap Subjective well being; (7) Self efficacy berpengaruh positif dan signifikan terhadap kinerja melalui Subjective well being; (8) Gaya kepemimpinan islam berpengaruh positif dan signifikan terhadap kinerja melalui Subjective well being; (9) Kompensasi berpengaruh positif dan signifikan terhadap kinerja melalui Subjective well being pada karyawan BPR Syariah; (10) Subjective well being berpengaruh positif dan signifikan terhadap kinerja karyawan BPR Syariah di Sulawesi Selatan. Hasil studi kami telah berhasil membuktikan secara normatif dan empiris mengenai keterikatan unsur psikologi dan gaya kepemimpinan islam bagi personal karyawan dalam meningkatkan kinerjanya

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.

Abstrak PT. Taspen (Persero) di Kota Makassar menyadari sepenuhnya bahwa selain memperhatikan kompetensi sumber daya manusia, juga budaya organisasi dan kedisiplinan, karena hal tersebut akan berpengaruh terhadap kinerja karyawan dan organisasi. Pimpinan PT. Taspen (Persero) di Kota Makassar telah melaksnakan berbagai kebijakan yang berkaitan dengan pengembangan kompetensi, budaya organisasi dan kedisiplinan karyawan dalam upaya peningkatan kinerja karyawan tersebut. Data yang digunakan adalah data kuantitatif dan kualitatif. Populasi penelitian adalah karyawan Pada PT.Taspen (Persero) Di Kota Makassar sebanyak 58 orang. Sampel yang diambil sebanyak 58 orang dengan menggunakan metode sensus. Pengumpulan data dilakukan melalui: wawancara, observasi, kuesioner, dan dokumentasi. Metode analisis data menggunakan analisis statistik deskriptif dan regresi linear berganda dengan menggunakan program SPSS versi 22.Hasil penelitian membuktikan bahwa variabel Kompetensi, Kedisiplinani, Dan Budaya Organisasi berpengaruh positif terhadap kinerja karyawan pada PT.Taspen (Persero) Di Kota Makassar, Dari ketiga variabel bebas, ternyata variabel budaya organisasi mempunyai pengaruh dominan dalam meningkatkan kinerja karyawan pada PT.Taspen (Persero) Di Kota Makassar Kata Kunci: Kompetensi, Kedisiplinan, Budaya Organisasi dan Kinerja.

Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh net profit margin, return on asset dan return on equity terhadap nilai perusahaan yang terdaftar di Bursa Efek Indonesia. Data dalam penelitian ini, diperoleh dari pusat informasi pasar modal (PIPM) Makassar, dengan obyek penelitian pada perusahaan Makanan dan Minuman yang terdaftar di Bursa Efek Indonesia. Penelitian ini menggunakan data sekunder. Penelitian ini menggunakan sumber data yang berasal dari laporan tahunan publikasi perusahaan Makanan dan Minuman yang diterbitkan oleh Bursa Efek Indonesia tahun 2012 sampai tahun 2014. Metode analisis data yang digunakan yaitu analisis regresi berganda. Setelah dilakukan analisis seluruh data, maka dapat disimpulkan bahwa: 1). Net profit margin (NPM) berpengaruh positif dan signifikan terhadap nilai perusahaan pada perusahaan Makanan dan Minuman yang terdaftar di Bursa Efek Indonesia, 2). Return on asset (ROA) berpengaruh positif dan signifikan terhadap nilai perusahaan pada perusahaan Makanan dan Minuman yang terdaftar di Bursa Efek Indonesia, dan 3). Return on equity (ROE) berpengaruh positif dan signifikan terhadap nilai perusahaan pada perusahaan Makanan dan Minuman yang terdaftar di Bursa Efek Indonesia. Kata Kunci: Net Profit Margin, Return On Asset, Return On Equity dan Price Book Value . Abstract This study aimed to analyze the influence of net profit margin, return on assets and return on equity to the value of companies listed on the Indonesia Stock Exchange. The data in this study were obtained from the information center of the capital market (PIPM) Makassar, with the object of research at the company's Food and Beverage listed on the Indonesia Stock Exchange. This study uses secondary data. This study uses data sources derived from the annual reports of companies Food and Beverage publications issued by the Indonesia Stock Exchange in 2012 until 2014. The data analysis method used is multiple regression analysis. After analyzing all the data, it can be concluded that 1) Net profit margin (NPM) positive and significant impact on the value of companies in the Food and Beverage listed on the Indonesia Stock Exchange, 2) Return on assets (ROA) positive and significant impact on the the value of the company at the company's Food and Beverage listed on the Indonesia Stock Exchange, and 3) Return on equity (ROE) and a significant positive effect on firm value on Food and Beverage companies listed in Indonesia Stock Exchange. Keywords: Net Profit Margin, Return on Asset, Return on Equity dan Price Book Value.

Tujuan dari penelitian ini adalah: (1) Menganalisis pengaruh motivasi terhadap kinerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Maros; (2) Menganalisis pengaruh kompensasi terhadap kinerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Maros, dan (3) Menganalisis lingkungan berpengaruh terhadap kinerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Maros. Penelitian ini menggunakan data 60 orang pegawai dari jumlah keseluruhan pegawai di Dinas Kebudayaan dan Pariwisata Kabupaten Maros. Hasil penelitian ini menunjukkan bahwa (1) Motivasi berpengaruh terhadap kinerja pegawai Dinas Kebudayaan dan Pariwisata Kabupaten Maros yaitu sebesar 10.303a dengan nilai hasil Asymp. Sig. (2-sided) =0,001<0,05. (2). Kompensasi berpengaruh terhadap kinerja pegawai Dinas Pariwisata dan Kebudayaan Kabupaten Maros yaitu sebesar 20.706a dengan nilai hasil Asymp. Sig. (2-sided) =0,000<0,05. (3) Lingkungan kerja berpengaruh terhadap kinerja pegawai Dinas Pariwisata dan Kebudayaan Kabupaten Maros yaitu sebesar 11.727a dengan nilai hasil Asymp. Sig. (2-sided) =0,001<0,05.